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Mail Centre Strategy - Update

W/C 18th March 2013,  Everyone will be receiving their VR quotes (non binding) through the post to their home address Please give some thoughts to your question(s) before the sessions. The second round of 1-2-1's (Enrichment) will commence Mar / April. Please remember that it is what you are looking for in the future and not what they want you to do!!!

Please remember that there are 2 strands to the current Surplus situations : One being the Mail Centre Strategy, the second being the Business Plan (Savings Targets) which as it stands are not agreed Nationally and must not be agreed locally!

TO ALL BRANCHES WITH POSTAL GROUP MEMBERS

 

Bullying and Harassment – ROYAL MAIL & CWU NATIONAL JOINT STATEMENT FAIRNESS, DIGNITY & RESPECT IN DELIVERY

 

Branches will be aware of the problems being encountered in Delivery Offices regarding bullying and harassment and the recent survey carried out amongst delivery members. Discussions between Royal Mail and the Outdoor Department are continuing on this matter and an output from those discussions is the Joint Statement that is included with this LTB.

 

The Joint Statement is intended to provide an update to our Branches and members of where we are with the discussions and to also provide some clarity around behaviours in the delivery environment particularly from managers, and how our members can expect to be treated.

 

The Joint Statement makes it clear to all that overtime is voluntary which has been one of the main problems our members have encountered where Managers have been making false statements that completion of delivery is a requirement of all delivery OPGs regardless of how long it will take. To compound this particular problem there have also been reports sent to the Department describing instances where our members have been threatened with the conduct code or removal from their duty if they did not complete their delivery. The Joint Statement is intended to assist in eradicating this type of misrepresentation of the facts and provide clear confirmation to our members that they do not have to work beyond their scheduled finish time if they do not wish to do so. It also reiterates and reinforces the process of safeguarding the mail contained in Appendix B in instances where our members do not believe they will be able to complete their delivery. The Joint Statement also makes it clear that there will be no threat of conduct where our members cannot deliver all the mail by their scheduled finish time and the procedures contained in Appendix B have been followed correctly.

 

To support the ongoing process of dealing with bullying, harassment and intimidation a workshop is also being designed and will be piloted in the North West to train/coach Managers and Representatives in how to deal appropriately with ‘Cut Offs’ and workload issues in Delivery Offices. It is anticipated that the workshop will be ready to pilot in about 2 weeks.

 

Furthermore any one of our members who responded to the survey will be provided with an opportunity, if they so wish, to have their complaint investigated and overseen by an independent party in line with Appendix A of the Joint Statement.

 

Rounded Rectangle:  COMMUNICATION WORKERS UNION  URGENT INFORMATION FOR MEMBERS  9   

 

 

 

 

 

 

 


This opportunity should be brought to the attention of all members in all workplaces so that they are aware of this, which can be done by contacting the Outdoor Department, this can also be done via email to Outdoorsecretary@cwu.org .Further communications via a LTB, the E Bulletin and the Voice will also bring this to the attention of our members. Confidentiality will be preserved.

 

Whilst work on the overall situation continues the Joint Statement provides a positive intervention at this stage and should help in reducing the number of complaints. We also hope that it will provide our members with a degree of confidence that the Union is working on their behalf to eradicate this unacceptable behaviour from the workplace.

 

This LTB and associated documentation should be given the widest possible circulation amongst our members and their workplaces. Area/Local Reps should engage with their respective Managers to discuss how the content and spirit and intent of the Joint Statement is going to be embedded in every workplace. CWU Divisional Representatives are requested to organise meetings within their Divisions to brief Representatives on the deployment of the Joint Statement and to ensure that meetings between Managers and Representatives are taking place and that the content of the Joint Statement is being applied accurately and consistently in every workplace.

 

In instances where Managers do not engage with the CWU or do not make an effort to make sure the Joint Statement is introduced in full and applied consistently then this should be brought to the attention of a Divisional Representative without delay.

 

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

 

Yours sincerely

 

Bob Gibson

Rounded Rectangle:  COMMUNICATION WORKERS UNION  URGENT INFORMATION FOR MEMBERS  9  CWU Assistant Secretary – Outdoor

 

 

 

B

 

POST OFFICE: PAY 2012 AND BEYOND AND THE FUTURE OF THE CROWN OFFICE NETWORK

 

Further to LTB 71/13, dated 7th February 2013; we have today served formal notice on the Post Office for an industrial action ballot.  The timetable is as follows:

 

Ballot Timetable

 

Ballot Papers Dispatched        -          Friday 22nd February

 

Ballot Papers Returned          -          Friday 8th March

 

It is imperative that all members vote YES.  Branches are urged to encourage members to use their vote as we also need a really good turnout. This is the only way to guarantee an improved offer in respect of job security and pay. A no vote will mean 770 members being left in limbo in regard to the Post Offices plans for franchising 70 Crown Offices.  Indeed, there is already much uncertainty surrounding the potential implications of both TUPE and the so-called Compromise Agreement. 

           

Crown members are owed a consolidated, pensionable pay increase from April 2012.  If the Post Office can find £11m for subpostmasters, then it should be able to reward its frontline staff in Crown Offices, who generate significant sales and income.  Equally, our Supply Chain / Admin members have received a consolidated pay increase for 2012 and they are due to receive a further 3.25% from 1st April 2013. Therefore all we are seeking for our Crown members is parity with other Post Office workers represented by the CWU.

 

The Post Office’s actions are simply a race to the bottom and all members, including those facing the threat of franchising will ultimately lose out unless we can deliver a good YES VOTE.

 

Our Crown members have achieved much in the past and have made the Post Office revise its position on two occasions - in both 2007 and 2011.  A good YES vote will help us to be successful again.

 

Membership Meetings

 

In the forthcoming days, membership meetings must be held wherever possible in order to explain the gravity of the situation and to maximise the YES vote.  Branches are encouraged to liaise with and support Area and Territorial Representatives in this regard. 

 

 

 

 

Phone Poll

 

We recently commissioned a phone poll, conducted by The Campaign Company, to establish the views of our members with regards to pay and job security.  We commissioned this survey in order to gauge the views of our members in advance of a ballot for industrial action and to understand whether members were in support of our stance over pay and job security overall.

 

Key results from this survey (based on 300 members – 7.5% of membership) include the following:

 

  • 82% of members agreed or strongly agreed that consolidated pay rises were more beneficial than lump sums
  • 86.3% of members also agreed or strongly agreed that lump sum payments devalued pay and pensions
  • 92% of members were supportive of the Union’s stance over pay and job security.
  • 90.3% of members also wanted the Union to continue to press for fairness in pay.
  • 80.7% of members agreed or strongly agreed that they were concerned about job security due to the Post Office’s transformation plans

 

The results associated with the above are attached to this LTB.

 

All indications are that our membership overwhelmingly supports our policy and strategy and we are grateful for this support.

 

Please note that, for obvious tactical reasons, we are not publishing the results of various questions regarding industrial action.  Suffice to say, we are though, very encouraged by the feedback received and are confident that our members will deliver a good YES vote.

 

Home Mailing

 

A bulletin has been sent to members’ home addresses today containing details of the ballot timetable and the key headlines of the phone poll.  The bulletin is attached to this LTB for your information.

 

Further developments will be reported.  

 

Yours sincerely

 

 

Andy Furey                                         Dave Ward

Assistant Secretary                            Deputy General Secretary (Postal)

 

 

Mail Centre Revisions – Budgetary Savings 2013/14

 

The department has received several enquiries regarding proposals that representatives are receiving in respect of Mail Centre revisions set against un-agreed management budgetary savings.  In addition the department has been made aware that HR1 notifications have been issued in at least two Mail Centres indicating significant job reductions related to efficiency activity.

 

The department’s position in respect of Mail Centre revisions is well documented, and we are currently involved in Processing Strand talks with the employer as part of the National Summit Talks.  In those talks we are tabling a ‘Progressive Agenda’ approach in respect of Mail Centre performance which includes the following;

 

  • Agreed commitment to develop agreements on an updated revision procedure for Mail Centres.

 

  • Agreed commitment to develop an agreement on productivity measurement and expectations for Mail Centres.

 

  • Agreed commitment to develop an agreement on Standard Operating procedures, core standards and standardisation of kit and equipment.

 

 

Against this backdrop representatives at all levels should be aware that at present there is no agreement with the employer for future pay, reward and mutual interest benefits beyond March 2013 and no agreement for this revision activity.

 

 

 

 

To be absolutely clear there is no National agreement at this stage covering Mail Centre budgetary/efficiency revisions so there should be no local agreements made until the National talks have been resolved and our members understand the pay, performance and reward arrangements associated with the continued transformation of Mail Centres.

 

Branches, Divisional Reps and Area Processing Reps should ensure that the contents of this LTB is distributed as widely as possible to ensure that there is a clear understanding of the Union’s policy with regard to this matter.

 

As always the support and assistance that representatives and members give to the department is very much appreciated.

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, e-mail: dwyatt@cwu.org or lwright@cwu.org quoting reference number: 730.01

 

Yours sincerely

 

 

 

 

 

Terry Pullinger

Assistant Secretary

 

 

                                                       

 

Mail Centre Revisions – Budgetary Savings 2013/14

 

The department has received several enquiries regarding proposals that representatives are receiving in respect of Mail Centre revisions set against un-agreed management budgetary savings.  In addition the department has been made aware that HR1 notifications have been issued in at least two Mail Centres indicating significant job reductions related to efficiency activity.

 

The department’s position in respect of Mail Centre revisions is well documented, and we are currently involved in Processing Strand talks with the employer as part of the National Summit Talks.  In those talks we are tabling a ‘Progressive Agenda’ approach in respect of Mail Centre performance which includes the following;

 

  • Agreed commitment to develop agreements on an updated revision procedure for Mail Centres.

 

  • Agreed commitment to develop an agreement on productivity measurement and expectations for Mail Centres.

 

  • Agreed commitment to develop an agreement on Standard Operating procedures, core standards and standardisation of kit and equipment.

 

 

Against this backdrop representatives at all levels should be aware that at present there is no agreement with the employer for future pay, reward and mutual interest benefits beyond March 2013 and no agreement for this revision activity.

 

 

 

 

To be absolutely clear there is no National agreement at this stage covering Mail Centre budgetary/efficiency revisions so there should be no local agreements made until the National talks have been resolved and our members understand the pay, performance and reward arrangements associated with the continued transformation of Mail Centres.

 

Branches, Divisional Reps and Area Processing Reps should ensure that the contents of this LTB is distributed as widely as possible to ensure that there is a clear understanding of the Union’s policy with regard to this matter.

 

As always the support and assistance that representatives and members give to the department is very much appreciated.

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, e-mail: dwyatt@cwu.org or lwright@cwu.org quoting reference number: 730.01

 

Yours sincerely

 

 

 

 

 

Terry Pullinger

Assistant Secretary

 

 

                                                       

 

 

Future of the universal service obligation: EDM 818

18th January 2013

A parliamentary Early Day Motion (EDM) on the future of the Universal Service Obligation (USO) for postal services has been signed by 82 MPs.

0

EDM 818, as it is known, expresses "alarm that the regulator, Ofcom has failed to register the dangers to Royal Mail's provision of the universal service obligation". It goes on to raise concern over the introduction of end-to-end competition, stating: "Ofcom has allowed the introduction of delivery competition without putting into place any safeguards to ensure that Royal Mail can fund the universal service, in the event of the loss of a substantial amount of delivery work... [and] notes that Ofcom has placed no obligation on competitors to meet Royal Mail delivery standards, or even to publish details of delivery performance in a manner accessible to customers and the public".

Currently ranked in 26th place, EDM 818 was put down by Scottish National Party MP Mike Weir. It calls for Ofcom to "reconsider its decision and ensure that Royal Mail is not subjected to unfair competition in delivery provision."

0

Billy Hayes, CWU general secretary, said: "It's great that such a variety of MPs have already signed this important Early Day Motion, however we'd like to see many more signing up to help put pressure on the regulator to address the serious problem of delivery competition.

"We're encouraging all CWU members to contact their MP asking them to sign EDM 818. The universal service affects every community in the UK and the industry is in danger of sleepwalking into a situation which could seriously threaten the USO forever."

You can see if your MP has signed EDM 818, and read the full text of the motion, on the parliament website here: www.parliament.uk/edm/2012-13/818

Please contact your MP urging them to sign EDM 818. If you're not sure who your MP is, try this useful website to find out: www.writetothem.com

Future of the universal service obligation: EDM 818

18th January 2013

A parliamentary Early Day Motion (EDM) on the future of the Universal Service Obligation (USO) for postal services has been signed by 82 MPs.

0

EDM 818, as it is known, expresses "alarm that the regulator, Ofcom has failed to register the dangers to Royal Mail's provision of the universal service obligation". It goes on to raise concern over the introduction of end-to-end competition, stating: "Ofcom has allowed the introduction of delivery competition without putting into place any safeguards to ensure that Royal Mail can fund the universal service, in the event of the loss of a substantial amount of delivery work... [and] notes that Ofcom has placed no obligation on competitors to meet Royal Mail delivery standards, or even to publish details of delivery performance in a manner accessible to customers and the public".

Currently ranked in 26th place, EDM 818 was put down by Scottish National Party MP Mike Weir. It calls for Ofcom to "reconsider its decision and ensure that Royal Mail is not subjected to unfair competition in delivery provision."

0

Billy Hayes, CWU general secretary, said: "It's great that such a variety of MPs have already signed this important Early Day Motion, however we'd like to see many more signing up to help put pressure on the regulator to address the serious problem of delivery competition.

"We're encouraging all CWU members to contact their MP asking them to sign EDM 818. The universal service affects every community in the UK and the industry is in danger of sleepwalking into a situation which could seriously threaten the USO forever."

You can see if your MP has signed EDM 818, and read the full text of the motion, on the parliament website here: www.parliament.uk/edm/2012-13/818

Please contact your MP urging them to sign EDM 818. If you're not sure who your MP is, try this useful website to find out: www.writetothem.com

 

 

Royal Mail Proposals To Change Its Parcels Range

 

In November 2012 Royal Mail issued a brief to employees regarding their parcel strategy, the financial position, modernisation and customer strategy (Annex A).  The headlines of the strategy were described in the brief as follows:

 

  • Change our business to become more of a parcels business.
  • Successfully manage the decline in letters.
  • Become a more customer focused company.
  • Be a successful and profitable business, including obtaining external capital.

 

Early in December Royal Mail released a press statement (Annex B) announcing that it was beginning a consultative process on changes to its parcels range.  The statement contained the following points:

 

  • Currently, there are up to 15 weight bands for parcels (I believe it is worth noting that these items were previously referred to as packets).  The proposal is to reduce the amount of bands from 15 to 7 from April 2013  

 

  • The proposal means Royal Mail’s range of parcel products should be easier for consumers to understand and improve choice. They will have the ability for the first time to send parcels between 1kg and 20kg using Royal Mail’s 2nd class service, with the added option to receive a signature on delivery

 

  • The proposal also includes, introducing two broad parcel categories – small parcels and medium parcels. This will bring Royal Mail in line with other major postal operators, for example, in Germany, France and Italy

 

  • The proposals should be easier for consumers to understand and improve choice. They will have the ability for the first time to send parcels between 1kg and 20kg using Royal Mail’s 2nd class service, with the added option to receive a signature on delivery.

 

  • Currently, for items weighing up to 20kg, signature on delivery is only available through 1st class. We believe the increase in the 2nd class weight limit to 20kg is a very meaningful addition to customer choice. As a result of this improvement, our standard parcels product will be withdrawn.

 

  • Royal Mail intends to change its compensation arrangements to bring them more in line with other postal companies. It is the intention to increase the maximum compensation payable for loss or damage of recorded signed for items from £46 to £50. These are items for which a signature is collected on delivery and a proof of posting receipt is provided.

 

  • Alongside this, it is the intention to reduce compensation for loss or damage of items sent using our untracked 1st and 2nd Class stamped mail and parcels from £46 to £20. Many countries do not offer any compensation for loss or damage of untracked items, including Germany, the Netherlands and the United States. Royal Mail will continue to pay compensation for delayed items and the limit will be unchanged. The changes will ensure that Royal Mail provides proportionate and reasonable compensation based on the service used and postage paid.
  •  
  • Royal Mail have committed to a high level presentation at the Shadow Ops Executive with all of the National Officers in attendance in respect of their parcels (previously known as packets) in Royal Mail strategy.
  •  
  • Further to the attached WTLL brief, the press release, questions raised at CWU briefings, managerial mixed messages and enquiries that have been received in the department, we have raised this matter with Parcelforce in an effort to understand what the proposal may mean to them and summarised below are the current points established in these ongoing talks.
  •  
  • Parcelforce’s take on the issue is that RM has commenced a consultation with customers and consumer bodies on the proposals described above in relation to USO products and services.  In keeping with RM’s press release they describe the proposal as a commercially driven strategy to ensuring that profitable revenue is maximised. 
  •  
  • They have also confirmed their understanding that the ‘Standard Product’ transferred to RM when Parcelforce restructured back in 2002 will be withdrawn and replaced with simplified pricing ranges and the introduction of a split based on size for parcels in the same way there is for letters.
  •  
  • At present the weight limit for 2nd class is 1kg with no maximum for first class. The proposal is to extend the weight limit for 2nd class to 20kg and introducing maximum size limits based on what RM can comfortably handle through the core parcel network. Under the proposals, items larger than medium parcels will no longer be accepted through the Royal Mail core network.  Therefore customers wishing to post larger items will have to exercise a choice of using Parcelforce or another provider.
  •  
  • We have also sought greater detail on the potential forecasted impacts from a Parcelforce perspective as they try to guess what actions will be taken by consumers at the POL counter for example.  As a consequence Parcelforce have confirmed that they are planning on the following assumptions;
  •  

Likely effects:

 

Migration to PFW

 

  • Oversized for RM network 2.7m items (2%)
  • Large parcel premium charge 3.1m items (2%)

 

Lost to competition (e.g. resellers, other carriers)

 

  • 9.6m items (7%)

 

Retained by RM

 

  • 125.6m (89%)

 

The vast majority of current RM packets and parcels in POL are to be retained in the RM network. This reduction in the carried volumes should very quickly be replaced by natural growth in the market. Current projections are that online retail sales will account for 12% of the retail market by 2016 and even this projection could be at the lower end of the scale.

 

We raised our concern that the proposals should not result in the introduction of a non-profitable pricing stream in Parcelforce, and the business have confirmed that any extra parcels migrating to the PFW network will attract the usual commercial rates and service offering. It is expected that the vast majority of parcels will migrate to the Express48 product. These moves will potentially more than double the amount of domestic work carried via PFW from POL.

 

Parcelforce have confirmed that they are now analysing what this means for PFW operations as the number of POL collections and the volume from those collections would have to increase if the assumptions were to materialise.  Equally there could be an impact on the hub network (potentially a larger day shift) and on RM Network services.

 

Parcelforce have confirmed that the changes are due to take place (assuming a positive consultation period) in April 2013 and the department has requested further meetings to ensure that any operational change is negotiated and agreed.  We have also written to both Parcelforce and Royal Mail seeking assurances that this initiative will not have any impact on current staffing levels in Royal Mail letters.

 

Clearly given the response from Parcelforce there is a sense of reassurance that 89% of current parcel/packet traffic will be retained within the RM operation and that the growth trends suggest that the other 11% will be easily replaced.  This information should be useful to the people that have raised concern that there are rumours circulating that RM are transferring all their parcel/packet traffic to Parcelforce and put the proposal into a more accurate perspective.  

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, e-mail: dwyatt@cwu.org or lwright@cwu.org quoting reference number: 031

 

Yours sincerely

 

 

 

 

Terry Pullinger

Assistant Secretary

 


 

News Release

 

Ref

Date

 

 

ROYAL MAIL ANNOUNCES PROPOSALS TO CHANGE ITS PARCELS RANGE

  • Royal Mail is consulting on changes to its parcels range. The proposals apply to consumers, small non-contract business and franking customers. Currently, there are up to 15 weight bands for parcels. Royal Mail’s proposal is to reduce that by more than half to seven weight bands from april 2013
  • The proposal means Royal Mail’s range of parcel products should be easier for consumers to understand and improve choice. They will have the ability for the first time to send parcels between 1kg and 20kg usingG’s 2nd class service, with the added option to receive a signature on delivery
  • The proposal also includes introducing two broad parcel categories – small parcels and medium parcels. This will bring Royal Mail in line with other major postal operators, for example, in Germany, France and Italy

 

Royal Mail is consulting on changes to its parcels range. The proposal applies to consumers, small non-contract business and franking customers . Royal Mail’s proposal is to reduce that by more than half to seven weight bands from april 2013.

 

Changing our parcel products

The proposals should be easier for consumers to understand and improve choice. They will have the ability for the first time to send parcels between 1kg and 20kg using Royal Mail’s 2nd class service, with the added option to receive a signature on delivery.

 

Currently, for items weighing up to 20kg, signature on delivery is only available through 1st Class. We believe the increase in the 2nd Class weight limit to 20kg is a very meaningful addition to customer choice. As a result of this improvement, our Standard Parcels product will be withdrawn.

 

 

In addition, Royal Mail’s proposal is to introduce two broad parcel categories – small parcels and medium parcels. This will bring Royal Mail in line with other major postal operators, for example, in germany, france and italy. Parcels are priced by weight but the size of a parcel has an impact on the cost of collecting, transporting, sorting and delivering an item.

 

Changes to compensation levels for untracked and Recorded Signed For items

Royal Mail intends to change its compensation arrangements to bring them more in line with other postal companies. It is our intention to increase the maximum compensation payable for loss or damage of recorded signed for items from £46 to £50. These are items for which a signature is collected on delivery and a proof of posting receipt is provided.

 

  • Alongside this, it is our intention to reduce compensation for loss or damage of items sent using our untracked 1st and 2nd Class stamped mail and parcels from £46 to £20. Many countries do not offer any compensation for loss or damage of untracked items, including Germany, the Netherlands and the United States. We will continue to pay compensation for delayed items and the limit will be unchanged. The changes will ensure that Royal Mail provides proportionate and reasonable compensation based on the service used and postage paid.

 

Ends

 

For further information contact:

James Eadie

Director of Products and Services PR

Royal Mail Group

020 7250 2826/07850 757271

james.r.eadie@royalmail.com

 

Notes to editors:

Small parcels will be items that weigh up to 2kg and are no larger than 450mm x 350mm x 80mm in size.

 

Medium parcels will be items that have dimensions larger than the small parcels size but no bigger than 610mm x 460mm x 460mm, and up to 20kg in weight

 

Under the proposals, items larger than the medium parcel size (610mm x 460mm x 460mm) or over 20kg in weight will no longer be delivered through the Royal Mail network. Instead, customers will have the option of using Royal Mail group’s express parcels business parcelforce worldwide, who offer a full range of parcels services through post office ltd.


 

 

 

 

 

 

                                                       

 

 

 

 

                           

 

The proposals also apply to the small number of customers who use Royal Mail’s 1st Class and 2nd Class services on account

 

 

Future of the universal service obligation: EDM 818

18th January 2013

A parliamentary Early Day Motion (EDM) on the future of the Universal Service Obligation (USO) for postal services has been signed by 82 MPs.

0

EDM 818, as it is known, expresses "alarm that the regulator, Ofcom has failed to register the dangers to Royal Mail's provision of the universal service obligation". It goes on to raise concern over the introduction of end-to-end competition, stating: "Ofcom has allowed the introduction of delivery competition without putting into place any safeguards to ensure that Royal Mail can fund the universal service, in the event of the loss of a substantial amount of delivery work... [and] notes that Ofcom has placed no obligation on competitors to meet Royal Mail delivery standards, or even to publish details of delivery performance in a manner accessible to customers and the public".

Currently ranked in 26th place, EDM 818 was put down by Scottish National Party MP Mike Weir. It calls for Ofcom to "reconsider its decision and ensure that Royal Mail is not subjected to unfair competition in delivery provision."

0

Billy Hayes, CWU general secretary, said: "It's great that such a variety of MPs have already signed this important Early Day Motion, however we'd like to see many more signing up to help put pressure on the regulator to address the serious problem of delivery competition.

"We're encouraging all CWU members to contact their MP asking them to sign EDM 818. The universal service affects every community in the UK and the industry is in danger of sleepwalking into a situation which could seriously threaten the USO forever."

You can see if your MP has signed EDM 818, and read the full text of the motion, on the parliament website here: www.parliament.uk/edm/2012-13/818

Please contact your MP urging them to sign EDM 818. If you're not sure who your MP is, try this useful website to find out: www.writetothem.com

 

 

Royal Mail National Attendance Procedure – Branch Ballot Result

 

 

I attach the Branch breakdown for the National Attendance Procedure Ballot:

 

The overall result is:

 

In Favour                                                    82,521

Against                                                       22,759

Spoilt Papers                                                        0           

 

Total Papers Received                        85

Ballot Papers Despatched                  108

 

Royal Mail has been advised of the result and a meeting to discuss rollout is in the process of being arranged. 

 

Any enquiries should be addressed to Ray Ellis’s department, Email address: rellis@cwu.org 

 

 

Yours sincerely



Ray Ellis,

Assistant Secretary

 

 

 

 

 

 


CWU Campaign against Privatisation and

Unfair Competition

 

 

In recent weeks the Union has successfully relaunched our campaign against privatisation and unfair competition.

 

The purpose of this LTB is to update Postal Branches with an end of year report on our activities to date and set out how we intend to take the campaign forward in the New Year.

 

 

Summary of Campaign Activities to Date

 

Postal Industry Business Conference – Boycott announcement:

4th December 2012

 

This was positioned as the official launch of the campaign and the targeting of this leading UK Postal Industry Business Conference certainly had the desired impact.  On the day, the boycott announcement gained media coverage in The Mirror, The Sun and The Guardian and there was also an extensive interview with Sky News.  Further stories have appeared subsequently in the press.

 

 

Lobby of Parliament – Launch of Early Day Motion: 6th December 2012

 

The lobby was very well supported by our branches and was successful in bringing the issues of privatisation and unfair competition firmly back on the Westminster political agenda.  The Early Day Motion, which was launched on the same day as the lobby, now has 71 MP signatures and has gained cross party support.   We expect this number to build significantly in the New Year.

 

 

Postal Workers Day: 17th December 2012

 

This event was initiated by the Union as a first step towards eventually establishing “Postal Workers’ Day” as an annual event in the UK calendar.  The day was used to promote the fact that Royal Mail Postal workers continue to be part of the fabric of our communities and that Royal Mail itself remains the nation’s only universal postal service provider. The day was a success with many activities taking place around the country.  Nationally, the Saturday before The Daily Mirror promoted the event and on the day itself it was mentioned during the Sky business news.  Large amounts of local and regional media outlets reported on the various local events around the country.

 

Communications

 

In recent weeks a number of LTBs have been issued about the campaign and one of these included a Letter for Branches to distribute in the workplace.

 

There have been two letters to members’ home addresses which have focused on developing the connection between members’ workplace issues and our wider campaign.

 

The November Voice carried articles in support of the campaign, also highlighting the dangers of unfair competition and the TNT delivery trial.

 

In the New Year we will be adopting a standard campaign template/bulletin which will ensure future communications stand out.

 

 

Developing our political strategy

 

The Union has engaged a specialist PR Company to help develop our overall campaign strategy and focus in particular on the political aspect and the targeting of MPs.  The work currently being done will refine key campaign messages and strap lines and a policy paper will be produced to take this forward early in the New Year.

 

 

The alternative Royal Mail Business Model/Event

 

Work is being undertaken to build on the principles agreed by the Postal Executive for our alternative Royal Mail business model with the intention of this being launched at a major event around February/March 2013.

 

A crucial aspect of this work is about providing a credible solution to how Royal Mail can access capital investment without going down the privatisation route.  The Union has engaged external economists to develop this position.

 

 

Taking the Campaign Forward in 2013/Next Steps

 

It can be seen from the aforementioned that in a relatively short period of time the campaign has taken shape and a platform has been built on which we can intensify our activities in the New Year.

 

It is important that branches recognise this campaign is not a sprint and we will build momentum whilst continually evaluating our strategy and tactics as events unfold.

 

The Postal Executive will meet early in the New Year to consider the following:

 

  • How we build alliances with other organisations.
  • The detailed approach we will be taking to a boycott of the competitors’ mail.
  • The detail on a consultative ballot of CWU members.
  • Other activities that will actively engage members, the public and businesses in the campaign.

 

In addition, further communications will follow including a special edition of Voice and a comprehensive briefing pack for Local Representatives.  These communications will expand on all the issues covered in the campaign and explain what we want our members to do to help.

 

In conclusion, we want to thank all CWU Representatives for their efforts to date.  We are convinced that if we build active support of CWU members and engage politicians, businesses and the wider public, this campaign will be successful and we will alter the course of Government, regulatory and Royal Mail policy.

 

Further information will be sent out in due course.

 

Any enquires on the content of this LTB should be addressed to the GS or DGS (P) as appropriate.

 

Yours sincerely

                                  

Dave Ward                                                               Billy Hayes

Deputy General Secretary (P)                                         General Secretary

 

 

 

 

20 December 2012

For immediate release

Victory for post depot cleaners and engineers

Cleaners and engineers who work on contracts for Royal Mail have secured a big improvement to the pay rise on offer from their bosses after threatening to strike tomorrow (Friday).

An eleventh hour proposal from their employer was good enough for the postal executive of the Communication Workers Union to call off the action.

The strike would have hit Romec – a facilities company jointly owned by Royal Mail and Balfour Beatty that supplies cleaners and engineers to post depots.

The workers had been offered a rise of just 1.5 per cent over 27 months – but a revised offer of 3.1 per cent over 15 months will be put to union members for their consideration.

Ray Ellis, CWU negotiator, said: “These workers have stuck together and refused to be bullied into accepting an insulting pay offer

“They were furious that Romec bosses had paid themselves bonuses of between 9 and 15 per cent.

“The new offer should take everyone over the living wage – it’s a great victory.”

Dave Ward, CWU deputy general secretary said: “We are delighted common sense has prevailed and stopped wider disruption to Royal Mail services at Christmas.”

Ends

 

Royal Mail/CWU Summit Meeting 17 December 2012

 

Further to LTB929/12, which set out our key agenda items for the RM/CWU Summit Meeting, we can confirm that the meeting duly took place yesterday and considered the emerging differences between the Union and the company. 

 

The meeting lasted the whole day and there was a full, frank and challenging exchange of views on all the issues tabled by each party. 

 

The meeting concluded with the parties agreeing, on a without prejudice basis, that major national talks will now commence immediately in the New Year, to address all the agenda items that have been tabled. 

 

In addition, the company made it clear that they were prepared to prioritise and urgently address allegations of bullying and harassment in delivery and Assistant Secretary, Bob Gibson, will report separately to branches later this week, on how the Union intend to take this matter forward. 

 

Prior to Christmas a further meeting will take place with Royal Mail to structure and prioritise these National talks with an appropriate timeline for conclusion. 

 

The outcome of this will be reported to the Postal Executive in the New Year and a further LTB will then be issued providing more detail on the Union’s objectives and also Royal Mail’s agenda for the forthcoming talks.

 

Any enquiries on this LTB should be addressed to the DGS (P) Department.

 

Yours sincerely

 

  

Dave Ward   

Deputy General Secretary (P)

 

Royal Mail/CWU Summit Meeting 17 December 2012

 

Further to LTB929/12, which set out our key agenda items for the RM/CWU Summit Meeting, we can confirm that the meeting duly took place yesterday and considered the emerging differences between the Union and the company. 

 

The meeting lasted the whole day and there was a full, frank and challenging exchange of views on all the issues tabled by each party. 

 

The meeting concluded with the parties agreeing, on a without prejudice basis, that major national talks will now commence immediately in the New Year, to address all the agenda items that have been tabled. 

 

In addition, the company made it clear that they were prepared to prioritise and urgently address allegations of bullying and harassment in delivery and Assistant Secretary, Bob Gibson, will report separately to branches later this week, on how the Union intend to take this matter forward. 

 

Prior to Christmas a further meeting will take place with Royal Mail to structure and prioritise these National talks with an appropriate timeline for conclusion. 

 

The outcome of this will be reported to the Postal Executive in the New Year and a further LTB will then be issued providing more detail on the Union’s objectives and also Royal Mail’s agenda for the forthcoming talks.

 

Any enquiries on this LTB should be addressed to the DGS (P) Department.

 

Yours sincerely

 

  

Dave Ward   

Deputy General Secretary (P)

 

 

Dear Member,
There has been a good response to the survey we have carried out via the Voice. Hundreds of our members have sent the actual insert to the department and hundreds have also sent emails describing their experiences.
The information is now being collated in the department and an independent company is being utilised to analyse the reports so that it can be presented in a professional manner.
In the first instance we will be raising the issue of bullying and harassment and the level of response with Royal Mail at a ‘Summit’ meeting scheduled for the 17th December at Royal Mail HQ. In attendance at that meeting will be Moya Greene and Mark Higson along with other senior managers. This meeting will be used to bring to their attention the seriousness of the situation, and our determination to bring this to an end.
Following this being raised with Royal Mail on the 17th it will be the intention, following independent analysis, to present the findings to Royal Mail early in the New Year where we will lay out our proposed way forward, including timescales which will be short in order to bring this to a speedy resolution. We will use whatever resource or means available to bring this to a satisfactory resolution.
To all of you who have taken the time and courage to describe the situations you have experienced we thank
you for your support and can reassure you that we are determined to sort this out and put an end to this unacceptable behaviour.
We will keep you informed of developments.
Bob Gibson
CWU Assistant Secretary
This campaign is supported by CWU Headquarters and all CWU DivisionsMember,
There has been a good response to the survey we have carried out via the Voice. Hundreds of our members have sent the actual insert to the department and hundreds have also sent emails describing their experiences.
The information is now being collated in the department and an independent company is being utilised to analyse the reports so that it can be presented in a professional manner.
In the first instance we will be raising the issue of bullying and harassment and the level of response with Royal Mail at a ‘Summit’ meeting scheduled for the 17th December at Royal Mail HQ. In attendance at that meeting will be Moya Greene and Mark Higson along with other senior managers. This meeting will be used to bring to their attention the seriousness of the situation, and our determination to bring this to an end.
Following this being raised with Royal Mail on the 17th it will be the intention, following independent analysis, to present the findings to Royal Mail early in the New Year where we will lay out our proposed way forward, including timescales which will be short in order to bring this to a speedy resolution. We will use whatever resource or means available to bring this to a satisfactory resolution.
To all of you who have taken the time and courage to describe the situations you have experienced we thank
you for your support and can reassure you that we are determined to sort this out and put an end to this unacceptable behaviour.
We will keep you informed of developments.
Bob Gibson
CWU Assistant Secretary
This campaign is supported by CWU Headquarters and all CWU Divisions

No. 910/12 Ref: 230.03 Date: 10th December 2012

 

To: Branches with POSTAL Members

 

Dear Colleagues,

 

Voice Article - Delivery under Pressure - Bullying and Harassment Survey

 

Branches will wish to know that there has been an overwhelming response to the Voice article on Bullying and Harassment titled “Delivery under Pressure”.

 

Many emails have been received by the department and hundreds of surveys have also been received and are continuing to be received. This has been one of the most responded to campaigns, if not the most responded to campaign initiative that the department has ever conducted.

 

Whilst at this point in time it can be deemed a success in terms of the response, the worrying aspect of course is the scale of Bullying and Harassment being meted out to our members on a regular basis. We are determined that something will be done and we will be raising this formally with Royal Mail at a ‘Summit’ meeting on the 17th December 2012. This will be the start of the campaign to put an end to this obscene misconduct that many of our members have to endure on an all too frequent basis.

 

It is time for Royal Mail to put their money where their mouth is and ensure that Bullying and Harassment is eradicated from every workplace forthwith and our members are treated with dignity and respect at all times. We’ve had the words now we want to see the action.

 

In closing it would be appreciated if Branches and Representatives could ensure that a message of thanks is conveyed to all of our members who have taken the time and courage to come forward with their experiences and to let them know we will be doing all we can to bring their ordeal to an end. If there are more members out there who have yet to come forward please advise them that we have had a tremendous response, and that all replies received are being treated as confidential and that they will have the full support of the CWU.

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

Yours sincerely

 

Bob Gibson

CWU Assistant Secretary – Outdoor

 

 

No. 910/12 Ref: 230.03 Date: 10th December 2012

 

To: Branches with POSTAL Members

 

Dear Colleagues,

 

Voice Article - Delivery under Pressure - Bullying and Harassment Survey

 

Branches will wish to know that there has been an overwhelming response to the Voice article on Bullying and Harassment titled “Delivery under Pressure”.

 

Many emails have been received by the department and hundreds of surveys have also been received and are continuing to be received. This has been one of the most responded to campaigns, if not the most responded to campaign initiative that the department has ever conducted.

 

Whilst at this point in time it can be deemed a success in terms of the response, the worrying aspect of course is the scale of Bullying and Harassment being meted out to our members on a regular basis. We are determined that something will be done and we will be raising this formally with Royal Mail at a ‘Summit’ meeting on the 17th December 2012. This will be the start of the campaign to put an end to this obscene misconduct that many of our members have to endure on an all too frequent basis.

 

It is time for Royal Mail to put their money where their mouth is and ensure that Bullying and Harassment is eradicated from every workplace forthwith and our members are treated with dignity and respect at all times. We’ve had the words now we want to see the action.

 

In closing it would be appreciated if Branches and Representatives could ensure that a message of thanks is conveyed to all of our members who have taken the time and courage to come forward with their experiences and to let them know we will be doing all we can to bring their ordeal to an end. If there are more members out there who have yet to come forward please advise them that we have had a tremendous response, and that all replies received are being treated as confidential and that they will have the full support of the CWU.

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

Yours sincerely

 

Bob Gibson

CWU Assistant Secretary – Outdoor

 

 

 

ISSUE 12
NOVEMBER 2012
Outdoor Secretary’s Introduction
We have been on the road for the last couple of weeks visiting different parts of the UK talking to local reps and hearing of their experiences. It has been an enlightening experience for everyone I think and it is clearly something we need to do more often. For my part it has confirmed a lot of what we thought was happening, especially the way our members are being treated by management. I would like to thank all of you who made contributions whether we agreed or not it was good to hear differing views. That’s what we as a Union are all about and long may it remain that way.
Bob Gibson – CWU Assistant Secretary Outdoor
O u t d o o r E B u l l e t i n / I s s u e 1 2 / N o v e m b e r 2 0 1 2
Page 2
DELIVERY ISSUES UPDATE
A FEW FACTS
OVERTIME IS NOT COMPULSORY IN ROYAL MAIL.
IF YOU FLEX 30 MINUTES YOU ARE ENTITLED TO BE GIVEN THE 30 MINUTES BACK IN THE SAME WEEK.
WHEN TRAFFIC LEVELS ARE ABOVE YOUR MODEL WEEK YOU CANNOT ABSORB.
DELIVERY TO A NEIGHBOUR IS AT THE SOLE DISCRETION OF THE DELIVERY OPG – NOBODY ELSE.
World Class Mail in Delivery
Further to previous updates we have now reached an agreement with Royal Mail on the rollout and deployment of WCM in deliveries, this was circulated via LTB 837/12.
The key aspect for the Union was to avoid any roll out/introduction of WCM during the revision process and this has been agreed and clearly defined in the addendum. This is despite Royal Mail stating in their ‘Courier’ WCM articles that WCM would be deployed with Methods revisions. This is now clearly not the case.
We have also linked the deployment of WCM in delivery to revision deployment and tied it into the weekly resourcing meeting to provide fresh impetus to these meetings taking place.
It is important that our Representatives engage in the WCM activities to ensure that they are being applied in line with our national agreements and procedures and that WCM is not allowed to take precedence over any of them.
Attendance Calls
When undergoing revision activity it is important that the correct numbers of attendance calls are included when constructing new delivery routes.
Attendance calls are any item of mail that you have to knock on a door for to complete the delivery which includes all signed for and unsigned for items.
The computer system called Geo-route that constructs new delivery routes currently does not normally provide enough time to complete the ever increasing attendance calls on delivery. This is why your CWU representative and DOM have to undertake a sampling exercise as part of the phase zero revision activity.
This exercise involves counting the attendance calls on each walk over an agreed reference period making a note of how many are successful or unsuccessful then comparing the results against what time the Geo-Route system has given you.
You then simply work out the difference and add on the extra time into the outdoor workload you are generating for your new delivery routes.
For example; if Geo-Route gave you the time to deliver 20 attendance calls and the result of your sampling indicated that you had an average of 35 attendance calls you would be credited with the time for the extra 15.
It is important to remember when undertaking the sampling exercise that it is done on a postcode basis as your new delivery routes are likely to be different from your current ones.
Bullying and Harassment in Deliveries
As a result of the department being made aware of instances of bullying and harassment taking place in Delivery Offices and following some initial research to support this, the latest edition of the CWU Voice magazine has included an article on this matter on page 7.
Also included within the Voice for delivery members is an insert containing a letter and a survey for members to complete and return to the department, should anyone have experienced or witnessed similar problems with bullying and harassment.
This is a very emotive and important subject and we will not allow this to continue. We have informed Royal Mail of the problem and have stated we will be raising the results of the survey and department’s investigations to date with senior management.
Please find below the link to the letter and survey contained within the Voice.
http://www.cwu.org/assets/_files/documents/nov_12/cwu__1353938488_Bullying_Survey_Insert_v3.pdf
Or email outdoorsecretary@cwu.org with your story.
O u t d o o r E B u l l e t i n / I s s u e 1 2 / N o v e m b e r 2 0 1 2
Page 3
O u t d o o r E B u l l e t i n / I s s u e 1 2 / N o v e m b e r 2 0 1 2
Page 4
Q. I recently had a Road Traffic Accident whilst out on delivery and my manager has stated that he is unaware of any revised RTA procedure, are CWU HQ aware of this?
A. Yes, we are aware that in some areas of the country managers have not been made aware of the recently agreed revised RTA Procedure which was finalised earlier this year and sent to Branches via LTB 575/12. We are trying to arrange an urgent meeting with Royal Mail. Any developments will be cascaded to Branches and Reps via the usual methods. It exists and must be used. Give the manager a copy.
Q. I have been told by my DOM that the Simulator training has been agreed with the CWU nationally. Is this correct as I read an LTB that said it wasn’t agreed?
A. You are correct we did issue LTB 853/12 which stated we had not agreed the version of the Simulator training which Royal Mail were stating. A further meeting has taken place and we have issued LTB 874/12 updating Branches and Reps. We expect to be able to confirm an agreed Simulator training package by the end of the week.
Q. I’m an ADR and attended one of the Local Reps Forums and I was impressed with the level of debate on delivery issues. Would it be possible to have similar briefings in the future for Area Delivery Reps?
A. Thanks for your comments. We do at present undertake Area Delivery Reps briefings across 6 locations at various times during the year; however consideration will be given to holding a full National ADR Briefing in the future.
SPDO Update
Health, Safety & Welfare in SPDO’s should be managed under the Health & Safety at Work Act, and the Management of Workplace Health, Safety & Welfare Regulations. The following guidance should be followed at all times, and if you encounter problems or issues you should contact your Area Health & Safety Rep or branch office.
Management of weight on delivery means you should adhere to the weight limits which are the agreed standards under the Walk Risk Assessment Process. Weight restrictions also apply to HCT & LWT.
All Delivery Routes should have a Walk-Log which highlights hazards on the delivery route. Specific hazards such as dangerous dogs
Meal Breaks should be taken to relieve fatigue on delivery, the employer has a duty to ensure there are adequate facilities including the time for breaks to be taken.
Further information on the agreed standards can be obtained by contacting your Area Health & Safety Rep or Branch Office or by visiting the following internet site www.cwu.org and clicking on the health and safety page or you can contact the Health & Safety Dept at the following address healthandsafety@cwu.org
ROMEC CLEANERS’ UPDATE
At the time of publishing this version of the E Bulletin the Union has served notice to Romec of its intention to ballot all Cleaners (and Engineers) for Industrial Action. The notice was served on Thursday 29th November 2012 in pursuance of an acceptable pay settlement. We know times have been difficult for Romec in recent years. That’s why we agreed and our members accepted modest pay rises in 2010 and 2011. That’s why we’ve been extremely patient in trying to negotiate a decent increase this year. But what we can no longer accept is Romec’s delaying tactics at the same time as our members pay slides closer to poverty levels. We now need everyone’s help in bringing the pay claim to a speedy and acceptable conclusion. A resounding Yes vote will give us the ammunition to do this. It is vital that all the resources of the Union come together to assist our fellow members in this fight for pay no matter what function or business you work in. Support our cleaning members to deliver a yes vote.
Cleaners Vote Yes
For Industrial Action for a Decent Pay Rise
This month’s frequently asked questions?ISSUE 12
NOVEMBER 2012
Outdoor Secretary’s Introduction
We have been on the road for the last couple of weeks visiting different parts of the UK talking to local reps and hearing of their experiences. It has been an enlightening experience for everyone I think and it is clearly something we need to do more often. For my part it has confirmed a lot of what we thought was happening, especially the way our members are being treated by management. I would like to thank all of you who made contributions whether we agreed or not it was good to hear differing views. That’s what we as a Union are all about and long may it remain that way.
Bob Gibson – CWU Assistant Secretary Outdoor
O u t d o o r E B u l l e t i n / I s s u e 1 2 / N o v e m b e r 2 0 1 2
Page 2
DELIVERY ISSUES UPDATE
A FEW FACTS
OVERTIME IS NOT COMPULSORY IN ROYAL MAIL.
IF YOU FLEX 30 MINUTES YOU ARE ENTITLED TO BE GIVEN THE 30 MINUTES BACK IN THE SAME WEEK.
WHEN TRAFFIC LEVELS ARE ABOVE YOUR MODEL WEEK YOU CANNOT ABSORB.
DELIVERY TO A NEIGHBOUR IS AT THE SOLE DISCRETION OF THE DELIVERY OPG – NOBODY ELSE.
World Class Mail in Delivery
Further to previous updates we have now reached an agreement with Royal Mail on the rollout and deployment of WCM in deliveries, this was circulated via LTB 837/12.
The key aspect for the Union was to avoid any roll out/introduction of WCM during the revision process and this has been agreed and clearly defined in the addendum. This is despite Royal Mail stating in their ‘Courier’ WCM articles that WCM would be deployed with Methods revisions. This is now clearly not the case.
We have also linked the deployment of WCM in delivery to revision deployment and tied it into the weekly resourcing meeting to provide fresh impetus to these meetings taking place.
It is important that our Representatives engage in the WCM activities to ensure that they are being applied in line with our national agreements and procedures and that WCM is not allowed to take precedence over any of them.
Attendance Calls
When undergoing revision activity it is important that the correct numbers of attendance calls are included when constructing new delivery routes.
Attendance calls are any item of mail that you have to knock on a door for to complete the delivery which includes all signed for and unsigned for items.
The computer system called Geo-route that constructs new delivery routes currently does not normally provide enough time to complete the ever increasing attendance calls on delivery. This is why your CWU representative and DOM have to undertake a sampling exercise as part of the phase zero revision activity.
This exercise involves counting the attendance calls on each walk over an agreed reference period making a note of how many are successful or unsuccessful then comparing the results against what time the Geo-Route system has given you.
You then simply work out the difference and add on the extra time into the outdoor workload you are generating for your new delivery routes.
For example; if Geo-Route gave you the time to deliver 20 attendance calls and the result of your sampling indicated that you had an average of 35 attendance calls you would be credited with the time for the extra 15.
It is important to remember when undertaking the sampling exercise that it is done on a postcode basis as your new delivery routes are likely to be different from your current ones.
Bullying and Harassment in Deliveries
As a result of the department being made aware of instances of bullying and harassment taking place in Delivery Offices and following some initial research to support this, the latest edition of the CWU Voice magazine has included an article on this matter on page 7.
Also included within the Voice for delivery members is an insert containing a letter and a survey for members to complete and return to the department, should anyone have experienced or witnessed similar problems with bullying and harassment.
This is a very emotive and important subject and we will not allow this to continue. We have informed Royal Mail of the problem and have stated we will be raising the results of the survey and department’s investigations to date with senior management.
Please find below the link to the letter and survey contained within the Voice.
http://www.cwu.org/assets/_files/documents/nov_12/cwu__1353938488_Bullying_Survey_Insert_v3.pdf
Or email outdoorsecretary@cwu.org with your story.
O u t d o o r E B u l l e t i n / I s s u e 1 2 / N o v e m b e r 2 0 1 2
Page 3
O u t d o o r E B u l l e t i n / I s s u e 1 2 / N o v e m b e r 2 0 1 2
Page 4
Q. I recently had a Road Traffic Accident whilst out on delivery and my manager has stated that he is unaware of any revised RTA procedure, are CWU HQ aware of this?
A. Yes, we are aware that in some areas of the country managers have not been made aware of the recently agreed revised RTA Procedure which was finalised earlier this year and sent to Branches via LTB 575/12. We are trying to arrange an urgent meeting with Royal Mail. Any developments will be cascaded to Branches and Reps via the usual methods. It exists and must be used. Give the manager a copy.
Q. I have been told by my DOM that the Simulator training has been agreed with the CWU nationally. Is this correct as I read an LTB that said it wasn’t agreed?
A. You are correct we did issue LTB 853/12 which stated we had not agreed the version of the Simulator training which Royal Mail were stating. A further meeting has taken place and we have issued LTB 874/12 updating Branches and Reps. We expect to be able to confirm an agreed Simulator training package by the end of the week.
Q. I’m an ADR and attended one of the Local Reps Forums and I was impressed with the level of debate on delivery issues. Would it be possible to have similar briefings in the future for Area Delivery Reps?
A. Thanks for your comments. We do at present undertake Area Delivery Reps briefings across 6 locations at various times during the year; however consideration will be given to holding a full National ADR Briefing in the future.
SPDO Update
Health, Safety & Welfare in SPDO’s should be managed under the Health & Safety at Work Act, and the Management of Workplace Health, Safety & Welfare Regulations. The following guidance should be followed at all times, and if you encounter problems or issues you should contact your Area Health & Safety Rep or branch office.
Management of weight on delivery means you should adhere to the weight limits which are the agreed standards under the Walk Risk Assessment Process. Weight restrictions also apply to HCT & LWT.
All Delivery Routes should have a Walk-Log which highlights hazards on the delivery route. Specific hazards such as dangerous dogs
Meal Breaks should be taken to relieve fatigue on delivery, the employer has a duty to ensure there are adequate facilities including the time for breaks to be taken.
Further information on the agreed standards can be obtained by contacting your Area Health & Safety Rep or Branch Office or by visiting the following internet site www.cwu.org and clicking on the health and safety page or you can contact the Health & Safety Dept at the following address healthandsafety@cwu.org
ROMEC CLEANERS’ UPDATE
At the time of publishing this version of the E Bulletin the Union has served notice to Romec of its intention to ballot all Cleaners (and Engineers) for Industrial Action. The notice was served on Thursday 29th November 2012 in pursuance of an acceptable pay settlement. We know times have been difficult for Romec in recent years. That’s why we agreed and our members accepted modest pay rises in 2010 and 2011. That’s why we’ve been extremely patient in trying to negotiate a decent increase this year. But what we can no longer accept is Romec’s delaying tactics at the same time as our members pay slides closer to poverty levels. We now need everyone’s help in bringing the pay claim to a speedy and acceptable conclusion. A resounding Yes vote will give us the ammunition to do this. It is vital that all the resources of the Union come together to assist our fellow members in this fight for pay no matter what function or business you work in. Support our cleaning members to deliver a yes vote.
Cleaners Vote Yes
For Industrial Action for a Decent Pay Rise
This month’s frequently asked questions?

 

Royal Mail results show successful modernisation in public sector, says CWU

13th November 2012

0

Reacting to Royal Mail's half-year financial results today (Tuesday) which show revenues, profits and profit margins all up, the Communication Workers Union says this is proof that modernisation can be successful within the public sector. The union, which represents postal workers throughout Royal Mail Group, also says the results are masking some of the problems in the industry and calls on the regulator to step in to protect the universal service.

This is the first set of financial results since the price rises came into force, and since the Post Office and pension deficit were removed from Royal Mail Group.

0

Dave Ward, CWU deputy general secretary, said: "These results are proof that positive change and modernisation can be made in the public sector. There is no need for privatisation as a solution to business transformation. Change is being successfully delivered by postal workers daily throughout the company. Postal workers are Royal Mail's greatest asset and should be recognised as such.

"Royal Mail is doing its bit to change, but the regulator must now step in to protect the universal service. Competition from private companies is undermining Royal Mail's ability to provide an affordable service to every part of the UK.

"We want a fair day's work for a fair day's pay bringing quality postal services to everyone. That's being undermined by the way competition destabilises the universal service - companies being allowed to cherry-pick profitable contracts while paying low wages for example. There's also a problem with pressure that Royal Mail managers are putting on delivery workers to make unrealistic cost savings. This is causing mayhem in many offices with staff being pressured to work unpaid overtime when really the managers have got the workloads wrong. It's all linked back to the way competition is being mis-managed.

"There's a bright future for the mail industry as Royal Mail's results and the growth in packets and parcels show, but it will only work if the universal service and postal workers are put at the heart of change. Ofcom's decisions have the potential to make or break this industry.

"We don't want competition at any cost. Closures, bullying, cost cutting and privatisation will destroy the industry. We'll stand up to protect it."

Tough on the victims of crime the Coalition way

1st November 2012

0

The Ministry of Justice conducted a cynical exercise in Parliamentary manipulation by reintroducing a draft order to alter the Criminal Injuries Compensation Scheme virtually unchanged today (Thursday). It was narrowly voted through by nine to seven following a complete overhaul of the committee membership to suit government.

The draft order seeks to take away the right to compensation from those suffering minor injuries, presently awarded between£1,000 and £2,000, and reduce other categories.

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The changes are believed likely to hit many postal workers who sustain serious injuries each day due to dog attacks as well as thousands of others attacked both in and out of work.

CWU general secretary Billy Hayes said of the decision: "The Conservatives say they are tough on crime. Today they have shown they are tough on the victims of crime."

The first draft order was introduced in September to the Delegated Legislation Committee but was attacked from all sides, including Conservative John Redwood who expressed his reluctance to approve a scheme that "would cut back on payments to people who are vulnerable and have just been through a bad time in their lives for no good reason." Justice minister Helen Grant then withdrew the draft, pending further consultation.

Members were expecting substantial changes in the reintroduced draft but in the event the main change was the introduction of a hardship fund which will have £500,000 annual fund to cater for some victims if referred by organisations like Victim Support.

As Labour MP for Stoke on Trent South, Robert Flello pointed out, the document remained virtually unchanged whilst the membership of the committee had been altered. There were four Parliamentary Private Secretaries (PPS) on the government benches, whose careers tend to depend on supporting government.

So the likes of John Redwood, Angie Bray and Jonathan Evans - all Conservatives on the original committee - had been replaced by John Howell (PPS to Andrew Llansley), Jessica Lee, (PPS to Dominic Grieve) and Lee Scott, (PPS to Chris Grayling). For the Liberal Democrats, Tessa Munt, (PPS to Vince Cable) sat with the government.

Robert Flello accused the minister of "bringing back the scheme unchanged with a few warm words."

Labour MP For Oxford East Andrew Smith described the measure as "the most miserable, mean and ill judged measure I have seen in 25 years."

"The government has not changed the measure but the membership of the committee," said Andrew.

On the question of injuries sustained due to dog attacks, Labour MP for Wolverhampton South East Pat McFadden questioned how many dog owners have insurance covering for injuries caused by their dog.

He claimed the changes to the CICS "leave people bitten by dogs while in work with nowhere to go."

Pat claimed the measures took away the means for redress from workers leaving them" high and dry."

Labour MP for North Ayrshire and Arran Katy Clark pointed out that 48 per cent of those presently qualifying for compensation would no longer get it under the new scheme, whilst 40% would get less. "As more and more people become aware of the effects this will be seen as unacceptable," said Katy.

The draft passed through by nine to seven with one of the two Liberal Democrats on the committee voting with the government while the other abstained.

The proposal will go before the full House of Commons in the next week but and there may be a division but no debate will be allowed.

  • cwuha
  • Labour
  • UNI

 

 

 

Proposed New RM-NATIONAL ATTENDANCE AGREEMENT

 

As reported in LTB849/12, negotiations have now concluded on a new Royal Mail Group National Attendance Agreement and associated policy and guides.  A Branch Briefing will take place at 11.00am concluding by 2.30pm on Wednesday, 21 November at the Friends House, Euston, prior to a Branch ballot.

 

Please find attached the following documents:

 

  • Draft National Attendance Agreement.
  • Attendance Policy and Guides
  • Attendance Policy
  • Absence Notification and Maintaining Contact
  • Welcome Back Meetings
  • Managing Short Term Absence and Informal Review Discussions
  • Attendance Review Meetings
  • Attendance Consideration of Dismissal
  • Managing Long Term Absence
  • Work following Health Problems
  • Managing Absence and Disability
  • How to Treat Absences due to Accidents at Work
  • Referral to Occupational Health Services
  • Employees who are Unable or Refuse to Attend Absence Related Meetings

 

Overview

 

In the Business Transformation Agreement Royal Mail and CWU undertook to review HR Procedures as part of a commitment to improve employee relations.  The attached agreement and supporting documentation are the result of lengthy discussions over a period of more than two years. 

 

The new agreement and the associated guides – which will replace the various unagreed national, regional and local policies for attendance management which have multiplied over recent years – represent a substantial improvement in content and tone and if deployed effectively, will result in fairer treatment and a more sensible approach to absence management. 

 

Many of the policy objectives of the Union have been achieved, including notification and contact policies which will replace the various un-agreed contact strategies currently in place, a more systematic and supportive approach to long term absence and protections for those members with underlying health issues and the cessation of stoppage of sick pay without good reason and appropriate notification.  It was not possible to achieve all of the Union’s policy objectives – for example we could not secure an appeal process at stages 1 and 2 of the procedure, but steps such as the introduction of an informal review normally be expected to take place before any formal action under the procedure represent a significant improvement.

 

 

THE AGREEMENT

 

The agreement is constructed in a logical sequence, beginning with:

Notifying Absence and Maintaining Contact

 

The relevant guide is Absence Notification and Maintaining Contact

A major Union objective was replacement of unagreed management contact standards and an end to random stoppages of pay during absence.  The negotiators believe the responsibilities of employees and managers are clearly outlined in the agreement and guide in a way which should ensure members are treated with dignity and fairness when off sick. 

 

Welcome Back Meetings

 

The relevant guide is Welcome Back Meetings

 

The purpose of the meeting is clearly defined.  The focus is on informal discussion of the key return to work issues in contrast to the current “box ticking” approach.  The Welcome Back Meeting is separate from any informal review and the formal procedure.

 

Informal Review Discussion

 

The relevant guide is Managing Short Term Absence and Informal Review Meetings

 

In the event that the manager has any concerns about the number or pattern of absences (or if the employee has any concerns) these should be discussed at an informal review discussion.  This is a key addition to the procedure, based on the principle that in normal circumstances it is expected that perceived problems about attendance should be dealt with in an informal and supportive way, before the application of the formal procedure.  Whilst there will be occasions when it is not possible or appropriate to hold an informal review meeting before a first stage review meeting, the clear expectation in the agreement and guide is that it will be the norm to do so.

 

Attendance Standards - Short Term

 

A fixed six months period in which to meet the standards after a Stage 1 and Stage 2 review replaces the current rolling period.    A member who has received a Stage 1 review will come off the procedure after six months if the standards are met.  A member on a Stage 2 review will come off the procedure if they have no more than one absence of 4 days or less in six months or revert to Stage 1 if the standards are met but the level of absence is greater than one absence of four days.

 

Attendance Review Meetings

 

The relevant guide is Attendance Review Meetings.

 

The agreement and guide are clear that:

 

  • The normal expectation is that a formal attendance review meeting at Stage 1 will only take place if there has been no improvement after an informal review.
  • Where standards are not met a formal attendance review is not automatic.
  • The purpose of the review is to explore reasons for absences, identify any help which can be given to improve attendance and take account of mitigating circumstances, in light of the employee’s previous record.

 

Consideration of Dismissal/Appeal

 

The relevant guide is Attendance – Consideration of Dismissal

 

The second line manager must consider their decision in the light of mitigating factors and the employees’ overall record.  If a manager decides to dismiss there is a right of appeal to an independent appeal manager from HR Services.

 

Long Term Absence

 

The relevant guides are Managing Long Term Absence and Work following Health Problems.

 

Long term absence is a particular problem in Royal Mail.  The agreement and associated guides provide for a more systematic approach to managing long term absence and also applies when repeated absence is due to a significant underlying health issue. 

 

The role of the CWU Representative is emphasised, both in maintaining contact and in involvement in regular review meetings.  

 

The emphasis is on facilitating an early return to normal duties, on a phased basis where appropriate, or if this is not possible to consider permanent job modifications or redeployment.  Where none of these options are possible ill health retirement will be considered under the terms of the current IHR Agreement.

OTHER GUIDES

 

In addition to those guides referred to above under the relevant section of the National Agreement there are detailed guides on Referral to Occupational Health Service, How to Treat Absence due to Accidents at Work, Managing Absence and Disability and Employees who are unable or refuse to attend Absence Related Meetings.  These, in common with the other guides, are all the result of lengthy negotiation and form business policy which cannot be changed below national level.  Any proposed changes to the guides will be the subject of national discussion on the basis of seeking consensus for any change. 

 

TRANSITIONAL ARRANGEMENTS

 

This will be straight forward for most parts of Royal Mail Group.  No one will be disadvantaged in comparison to what would have happened had they stayed on the current procedure.  Where the new arrangements are of benefit by coming off the procedure more quickly, this will be implemented from the date of introduction. 

 

DEPLOYMENT ARRANGEMENTS

 

A joint launch has been agreed, in the form of an initial meeting for senior representatives and senior managers, followed by a cascade process using a single agreed set of slides and leaflets for managers and representatives to ensure consistency. 

 

In order to ensure that there is sufficient time to complete this process the launch date is likely to be 1st April 2013.

 

REVIEW

 

A series of reviews will take place at Head Office level after initial deployment and at six and twelve months after deployment. 

 

TRIALLING FURTHER ARRANGEMENTS

 

It has been agreed to jointly identify ten trial offices, nominated equally by Royal Mail and the CWU, with the objective of developing further measures to benefit employee relations and control absence.

 

Joint review teams will be established in each office, supported and overseen by the National Review Team.

 

SUMMARY

 

The mistreatment of members incurring sick leave has been a continuous problem for over a decade.  The harsh approach to absence management prevalent in much of Royal Mail Group has been amongst the biggest source of grievance to our members and representatives.  The negotiators believe that the Draft National Agreement and associated policy and guides provide the opportunity to establish an approach to absence management which is centrally controlled in line with a new and improved National Agreement supported by detailed guides which are designed to send the right messages to line managers and employees.  If deployed effectively, this should be a major contribution to improving employee relations.

 

Branch Ballot

 

Arrangements for a Branch ballot, to commence after the Briefing, are currently in hand and will be communicated to Branches separately.

 

Any enquiries should be addressed to Ray Ellis’s department, quoting reference PTC/RE/srh/015.
Email address: rellis@cwu.org 

 

Yours sincerely



Ray Ellis

Assistant Secretary

 

 

 

 

 

 

 

 

TO ALL BRANCHES WITH POSTAL GROUP MEMBERS

 

 

NATIONAL ATTENDANCE AGREEMENT

 

As reported in LTB849/12, negotiations have now concluded on a new Royal Mail Group National Attendance Agreement and associated policy and guides.  A Branch Briefing will take place at 11.00am concluding by 2.30pm on Wednesday, 21 November at the Friends House, Euston, prior to a Branch ballot.

 

Please find attached the following documents:

 

  • Draft National Attendance Agreement.
  • Attendance Policy and Guides
  • Attendance Policy
  • Absence Notification and Maintaining Contact
  • Welcome Back Meetings
  • Managing Short Term Absence and Informal Review Discussions
  • Attendance Review Meetings
  • Attendance Consideration of Dismissal
  • Managing Long Term Absence
  • Work following Health Problems
  • Managing Absence and Disability
  • How to Treat Absences due to Accidents at Work
  • Referral to Occupational Health Services
  • Employees who are Unable or Refuse to Attend Absence Related Meetings

 

Overview

 

In the Business Transformation Agreement Royal Mail and CWU undertook to review HR Procedures as part of a commitment to improve employee relations.  The attached agreement and supporting documentation are the result of lengthy discussions over a period of more than two years. 

 

The new agreement and the associated guides – which will replace the various unagreed national, regional and local policies for attendance management which have multiplied over recent years – represent a substantial improvement in content and tone and if deployed effectively, will result in fairer treatment and a more sensible approach to absence management. 

 

Many of the policy objectives of the Union have been achieved, including notification and contact policies which will replace the various un-agreed contact strategies currently in place, a more systematic and supportive approach to long term absence and protections for those members with underlying health issues and the cessation of stoppage of sick pay without good reason and appropriate notification.  It was not possible to achieve all of the Union’s policy objectives – for example we could not secure an appeal process at stages 1 and 2 of the procedure, but steps such as the introduction of an informal review normally be expected to take place before any formal action under the procedure represent a significant improvement.

 

 

THE AGREEMENT

 

The agreement is constructed in a logical sequence, beginning with:

Notifying Absence and Maintaining Contact

 

The relevant guide is Absence Notification and Maintaining Contact

A major Union objective was replacement of unagreed management contact standards and an end to random stoppages of pay during absence.  The negotiators believe the responsibilities of employees and managers are clearly outlined in the agreement and guide in a way which should ensure members are treated with dignity and fairness when off sick. 

 

Welcome Back Meetings

 

The relevant guide is Welcome Back Meetings

 

The purpose of the meeting is clearly defined.  The focus is on informal discussion of the key return to work issues in contrast to the current “box ticking” approach.  The Welcome Back Meeting is separate from any informal review and the formal procedure.

 

Informal Review Discussion

 

The relevant guide is Managing Short Term Absence and Informal Review Meetings

 

In the event that the manager has any concerns about the number or pattern of absences (or if the employee has any concerns) these should be discussed at an informal review discussion.  This is a key addition to the procedure, based on the principle that in normal circumstances it is expected that perceived problems about attendance should be dealt with in an informal and supportive way, before the application of the formal procedure.  Whilst there will be occasions when it is not possible or appropriate to hold an informal review meeting before a first stage review meeting, the clear expectation in the agreement and guide is that it will be the norm to do so.

 

Attendance Standards - Short Term

 

A fixed six months period in which to meet the standards after a Stage 1 and Stage 2 review replaces the current rolling period.    A member who has received a Stage 1 review will come off the procedure after six months if the standards are met.  A member on a Stage 2 review will come off the procedure if they have no more than one absence of 4 days or less in six months or revert to Stage 1 if the standards are met but the level of absence is greater than one absence of four days.

 

Attendance Review Meetings

 

The relevant guide is Attendance Review Meetings.

 

The agreement and guide are clear that:

 

  • The normal expectation is that a formal attendance review meeting at Stage 1 will only take place if there has been no improvement after an informal review.
  • Where standards are not met a formal attendance review is not automatic.
  • The purpose of the review is to explore reasons for absences, identify any help which can be given to improve attendance and take account of mitigating circumstances, in light of the employee’s previous record.

 

Consideration of Dismissal/Appeal

 

The relevant guide is Attendance – Consideration of Dismissal

 

The second line manager must consider their decision in the light of mitigating factors and the employees’ overall record.  If a manager decides to dismiss there is a right of appeal to an independent appeal manager from HR Services.

 

Long Term Absence

 

The relevant guides are Managing Long Term Absence and Work following Health Problems.

 

Long term absence is a particular problem in Royal Mail.  The agreement and associated guides provide for a more systematic approach to managing long term absence and also applies when repeated absence is due to a significant underlying health issue. 

 

The role of the CWU Representative is emphasised, both in maintaining contact and in involvement in regular review meetings.  

 

The emphasis is on facilitating an early return to normal duties, on a phased basis where appropriate, or if this is not possible to consider permanent job modifications or redeployment.  Where none of these options are possible ill health retirement will be considered under the terms of the current IHR Agreement.

OTHER GUIDES

 

In addition to those guides referred to above under the relevant section of the National Agreement there are detailed guides on Referral to Occupational Health Service, How to Treat Absence due to Accidents at Work, Managing Absence and Disability and Employees who are unable or refuse to attend Absence Related Meetings.  These, in common with the other guides, are all the result of lengthy negotiation and form business policy which cannot be changed below national level.  Any proposed changes to the guides will be the subject of national discussion on the basis of seeking consensus for any change. 

 

TRANSITIONAL ARRANGEMENTS

 

This will be straight forward for most parts of Royal Mail Group.  No one will be disadvantaged in comparison to what would have happened had they stayed on the current procedure.  Where the new arrangements are of benefit by coming off the procedure more quickly, this will be implemented from the date of introduction. 

 

DEPLOYMENT ARRANGEMENTS

 

A joint launch has been agreed, in the form of an initial meeting for senior representatives and senior managers, followed by a cascade process using a single agreed set of slides and leaflets for managers and representatives to ensure consistency. 

 

In order to ensure that there is sufficient time to complete this process the launch date is likely to be 1st April 2013.

 

REVIEW

 

A series of reviews will take place at Head Office level after initial deployment and at six and twelve months after deployment. 

 

TRIALLING FURTHER ARRANGEMENTS

 

It has been agreed to jointly identify ten trial offices, nominated equally by Royal Mail and the CWU, with the objective of developing further measures to benefit employee relations and control absence.

 

Joint review teams will be established in each office, supported and overseen by the National Review Team.

 

SUMMARY

 

The mistreatment of members incurring sick leave has been a continuous problem for over a decade.  The harsh approach to absence management prevalent in much of Royal Mail Group has been amongst the biggest source of grievance to our members and representatives.  The negotiators believe that the Draft National Agreement and associated policy and guides provide the opportunity to establish an approach to absence management which is centrally controlled in line with a new and improved National Agreement supported by detailed guides which are designed to send the right messages to line managers and employees.  If deployed effectively, this should be a major contribution to improving employee relations.

 

Branch Ballot

 

Arrangements for a Branch ballot, to commence after the Briefing, are currently in hand and will be communicated to Branches separately.

 

Any enquiries should be addressed to Ray Ellis’s department, quoting reference PTC/RE/srh/015.
Email address: rellis@cwu.org 

 

Yours sincerely



Ray Ellis

Assistant Secretary

 

 

 

 

 

 

 

 

 

Your rights at work

Dear Your rights at work are under attackFriend

Tomorrow the Conservative Party and the Liberal Democrats are launching their latest assault on the British worker and we urgently need your help to defeat a bill that could adversely affect the lives of millions of people.Vince Cable and the Tory-led government will bring their Enterprise and Regulatory Reform (ERR) Bill back to the House of Commons to try and turn it into Law.I need your help right now to make sure as many MPs as possible vote against the ERR bill tomorrow.Click here to ask your MP to vote against this bill which strips workers of vital employment protectionsThis ERR bill will:

  • Water down the rights of all employees in this country The time an employee is required to be employed before they are able to claim for unfair dismissal has already been raised from one year to two, and now these proposals will reduce the amount of compensation unfairly dismissed workers can receive
  • Reduce protections for whistleblowers at work.

If the government can get this Bill passed they’ll also allow employers to make minimal offers to workers to leave, then gag those same workers from even mentioning this at employment tribunal.Not content with action that will leave thousands in fear for their jobs – the government’s bill will also abolish the Human Rights Commission’s duty to promote a society free of discrimination. It is disgraceful that Ministers should pretend abolishing action to end discrimination should be part of anything called an ‘enterprise’ bill.The Labour position is very clear – we will be voting against the Bill this week. We do not want to make it easier for bosses to sack people, we want to make it easier for firms to hire. Nothing less than real action to help the economy will do, and sweeping aside workers rights is only going to make things much, much worse.We will not stand for it. Please click here to ask your MP to vote against the ERR bill tomorrow Thank you,ChukaChuka Umunna MPMember of Parliament for Streatham

Shadow Secretary of State for Business, Innovation &Skills

 

Ofcom Publish Research on Customer Needs

 

We can advise Branches that the regulatory body Ofcom has released today a major piece of research work on the needs of the users of UK postal services.

Amongst other things, we understand the research considered whether or not users still require a six day Universal Service and whether or not there is still a requirement for both a first and second class service.

In releasing this work Ofcom has now invited a stakeholder consultation on the findings, which we understand will culminate with the publication of an Ofcom report and associated recommendations in March 2013.  In due course the Union will be responding in detail to this latest Ofcom consultation.  We will also publish, later today, a full copy of the Ofcom report on our website for Branches to download. 

In the meantime, it is essential that Branches continue to raise the profile of these issues with our representatives and members by utilising the information that has recently been sent out in LTB 725/12. 

 

Alongside their encouragement of End to End competition, Ofcom’s latest announcement is further evidence that the marketisation and privatisation of UK postal services will ultimately lead to the Universal Service becoming unsustainable.  Furthermore, the growing pressures that are emanating from unfair competition are also likely to be used by employers to create a race to the bottom culture for jobs, terms and conditions across the UK postal industry. 

As reported in LTB 752/12 the Union will also be considering how we integrate the threat posed by competition into our campaign against privatisation.  As part of this we are looking at a range of potential actions that will help us defend the Universal Service and protect our members’ job, terms and conditions.

Please find attached to this LTB a copy of our press release in response to the announcement by Ofcom.  Further information will be sent out in due course.

 

Any enquiries on the above LTB should be addressed to the DGS (P) Department.

 

  • Yours sincerely
  •  
  •                                                           
  • Dave Ward                                                                Billy Hayes
  • Deputy General Secretary (P)                                   General Secretary

 

The Future of the Royal Mail Group

 

In recent weeks the Postal Executive has agreed three very important documents that deal with the crucial issues arising from the Postal Services Act.

 

The content of the first two documents, covering our approach to Post Office Mutualisation and End to End competition, were communicated to Branches in LTB’s 159/12 and 160/12. 

The content of the third document entitled ‘The Future of the Royal Mail Group’ is covered in an attachment to this LTB and is set out as a CWU briefing paper to be shared with all Representatives and debated at Branch meetings. 

The briefing paper provides an update on the government’s privatisation plans and explains how the Union will take forward Annual Conference policy in the coming weeks and months. 

It can be seen from the content of the briefing paper and the previous LTB’s on Competition and Post Office Mutualisation that the Union is determined to address the issues arising from the Postal Services Act in a way that brings together our political and industrial positions. 

 

Next week a briefing is being held with all Senior Field Officials and Regional Secretaries to discuss all three Postal Executive Council documents and consider the further work required to advance our position. 

 

In the meantime, Branches should ensure that the briefing paper is distributed to all Representatives.  Further information will be sent out in due course.

 

Any enquiries on the LTB/briefing paper should be addressed to the DGS (P) Department.

 

  • Yours sincerely
  •  
  •                                                           
  •  
  • Dave Ward                                                                Billy Hayes
  • Deputy General Secretary (P)                                   General Secretary
  •  
  •  



l BRIEFING PAPER

 


 

  • Privatisation - Update on the Government’s current position
  • Taking forward CWU Policy


  • An effective campaign of opposition to privatisation (General Conference Motion)
  • An alternative to Privatisation - Developing a new Royal Mail Business Model (Postal Group Conference Motion 2)
  • A CWU response to the Government’s plans on Employee Ownership (Postal Group Conference Motion 2)
  • Future negotiations with the employer
  • Membership Engagement

Privatisation - An update on the Government’s current position

 

The recent government reshuffle has meant a number of changes at the Department for Business Innovation and Skills (BIS). Ministerial responsibility for Post Offices and for regulation is now the responsibility of Jo Swinson MP (Lib Dem) while responsibility for Royal Mail has passed to Michael Fallon MP (Conservative).

 

The government remains committed to its policy of privatisation, but appears to be keeping its options open regarding the timing and form of any sale.  From what we understand BIS is working towards a sale taking place towards the end of 2013 or early 2014.  We also understand that the government and Royal Mail are likely to be commencing work soon with ratings agencies to prepare for a formal valuation of the business.

While no formal decision on the form of any sale appears to have been taken, it is clear that the government and Royal Mail are progressing their thinking in this area and significant work is underway on both sides to prepare for a sale. We understand BIS are looking at different options, including an IPO, a consortium of investors and a single investor.  It appears their preference is for the IPO option, but this is dependent on the performance of equity and postal markets.

We do not expect BIS to announce a decision soon, but understand they will be looking to narrow down options by November this year.  In making these decisions they will be considering: company performance; the outlook for the business including the current economic climate; and timing.  However, there remains a risk that, in response to economic or political considerations, the government may seek to push through a quick sale.  We are currently awaiting a meeting with the new Ministers and further information will be issued in due course.

 

Taking forward CWU policy

 

To take forward Annual Conference policy in an effective way the whole of the Union must come to terms with the fact that the circumstances surrounding the Royal Mail Group, the wider postal industry and the debate on privatisation, are vastly different today than any previous era:-

 

  • There is structural decline in the traditional letters market.  This will continue to threaten the economics and sustainability of the Universal Service.
  • From a total monopoly, the Royal Mail Group now operates in a fully liberalised market and faces both growing and unfair competition.  In particular, the threat of End to End competition cannot be overstated.
  • Although the financial burden of the pension deficit has been lifted, Royal Mail will still need significant and ongoing capital investment to grow packets, parcels and develop innovative new products and services.

 

  • Customer needs are changing.  As well as capital investment, future growth and job security will also depend on the ability of the company and the workforce to adapt to new working methods and embrace the rapidly changing world of communications.
  • The economic outlook is dire.  It is difficult to envisage any government in the foreseeable future prioritising financial support for Royal Mail.

 

Against this background, current CWU Annual Conference policy calls upon the Union to continue to oppose privatisation through the ‘Keep the Post Public’ Campaign, whilst Motion 2 recognises that it is in the interests of our members to engage directly with government and deal with the industrial impact of government policy.  It is important that all our Representatives understand that we do not view these policy positions as contradictory.  Both are essential to influencing government policy.  Both are necessary to protect the interests of CWU members.  For ease of reference copies of the two Conference Motions are attached. 

 

Recently, the Postal Executive has given further consideration to how we develop both these Annual Conference policies with stronger membership engagement, more clarity, a fresh approach to campaigning and a clearer focus on our alternative solutions.

 

In doing so, we cannot view the multi layered challenges facing the postal industry in isolation to each other.  Neither can we face away from change.  For us to secure sustainable jobs in the future and for the company to survive and prosper, the need for change will continue to evolve.

 

The approach we will be taking is driven by the need to integrate our political and industrial positions and is based on the points and rationale set out in 1 to 5 below.

 

  • An effective campaign of opposition to Privatisation

    The debate has moved on – we are now dealing with an Act of Parliament and we must develop new campaign tactics – a simple re-run of the ‘Keep the Post Public Campaign’ will not succeed. 

    However, a campaign that taps into the difficult economic conditions surrounding a sale, exploits the growing tensions within the Coalition, whilst capitalising on the growing consensus against corporate greed, has a real chance of success. 

    To influence decision makers and key opinion formers we must provide an answer to how Royal Mail can access necessary capital without going down the privatisation route.  This is now the critical debate.  As such we must shift the balance of the campaign towards providing alternative solutions, not just state what we are against. 

    The campaign should demonstrate progressive and groundbreaking ideas for a more ethical and inclusive Business Model, whilst exposing the provisions of the Postal Services Act on what amounts to token Employee Ownership. 

    As well as committing the Labour Party to reverse privatisation, it should also commit them to a full review of regulation and competition.  In the time remaining within this Parliament developing joint tactics with the Labour Party will be crucial to our objectives. 

    A further paper setting out the detail of a fresh campaign along the policy lines stated will be placed before the Executive in October 2012.



  • An alternative to Privatisation - Developing a new Royal Mail Business Model (Motion 2)

    The Annual Conference policy called upon the Union to develop a new Royal Mail Business Model underpinned by a governance structure that really can give postal workers a say over their future.  As we develop this model we were due to bring back a Special Report to a Policy Forum before the end of this year. 

    It is important that our Representatives understand that our position on a new Business Model is being developed as an alternative to privatisation, as well as protecting the interests of our members in dealing with the industrial impact of government policy.  Building a credible alternative that focuses on the real arguments and answers the real problems will strengthen our campaign against privatisation.

    The Executive has developed its thinking in this area and believe that the creation of a completely new Business Model should not in itself be dependant on a form of employee ownership.  However, the Union’s position must also be flexible enough to respond directly to the government on the question of employee ownership.  This is dealt with in point number three. 

    We have now agreed that the following principles should underpin a new Royal Mail Business Model and form the basis of any report to a subsequent Policy Forum.
  •  
  •    A New Royal Mail Business Model
  •  
    • The Business Model must put forward a credible alternative to how the Royal Mail Group could access capital in the future without going down the privatisation route.
    • There would be a new governance model that created the opportunity for the Union to be involved in developing key business policy before Board decisions are taken.  A test for any new governance model would be the need to strengthen collective bargaining, maintain the independence of the Union and enhance CWU workplace organisation.
    • The new governance model would support and help define a culture of mutual interest operating at all levels of the organisation.
  •  
    • The new Business Model to include a company charter that confirms our social obligations in legislation along the lines of the BBC Charter.
    • The legislative charter would ensure Royal Mail continues to be an integrated company with the ability to act as an end to end service provider. 
    • The legislative charter would include the public service provisions for maintaining the Universal Service. 
    • The legislative charter would ensure that the company operated on the basis of a not for profit model, similar to Network Rail.  Profit would be reinvested back into the service and the workforce.


    • The new Business Model would operate with single status benefits i.e. managers and employees would be treated equally in relation to bonuses and fringe benefits. 
    • The new Business Model would take full account of the recommendations of the High Pay Commission. 
  • A more detailed policy paper building on the aforementioned principles will be placed before the Postal Executive in October.  The paper will also set out the likely timing of any Policy Forum.  In addition, the Union is currently undertaking a crucial piece of work in relation to looking at other ways of the company being able to access capital.
  • 3.  A CWU response to the Government’s plans on Employee Ownership
  •  
  • It is likely that in the near future Royal Mail will be asked by government to seek the views of employees on the options for employee ownership.  The Union must take a view on this issue to protect the interests of our members and this was a further requirement of Motion 2.  The key question for the Union on employee ownership is not just the size of the stake, although this will be important, but the form and shape it takes.  The reality is, what the government are likely to propose will not give employees any say over the direction of the company, rather it will seek to undermine and damage collective bargaining and the role of the Union within the business.
  •  
  • If privatisation is advanced the Union will defend the interests of our members on employee ownership by responding to the government as follows:-
    • Any form of employee ownership should be set up as a collective trust with CWU acting on behalf of employees. 
    • The Union should seek to increase any employee stake beyond the 10% minimum set out in the Postal Services Act.
  •  
    • There should be no internal or individual trading of shares.
  •  
    • Rather than dividends/shares, the trust would provide options for employees to improve long term benefits such as pensions.
  •  
  • Future Negotiations with the Employer

    All postal branches will be aware that the Union is embarking on a new set of major national talks that will focus on industrial relations, new governance structures and pay going forward.

    These national talks are only at the earliest stage of scoping the agenda and there have been no detailed negotiations.  The talks would be difficult in any normal situation, but given continuing operational difficulties, the destabilising plans for privatisation and the threat of End to End competition, these will be a particularly tough set of negotiations to conclude.  The CWU has told Royal Mail that we cannot envisage a successful outcome in a short time frame. 

    The Union will ensure that future negotiations with the company will take full account of the developing political position.  We will be placing a further policy paper before the Executive in October, setting out the Union’s objectives for these negotiations.
  • Membership Engagement

    We will now focus on engaging the membership directly in support of our Annual Conference policies.  Membership engagement will be crucial to any fresh campaign against privatisation and will be necessary in tackling the threat posed by End to End competition. 

    To galvanise membership support we will be launching new communications and consideration is being given to both a survey of the membership and a full postal consultative ballot with independent scrutineers.  Such a ballot would seek the membership’s endorsement of our opposition to privatisation, their support for a new Royal Mail Business Model and the CWU view of the minimum requirements on employee ownership, should the government advance privatisation.  The consultative ballot could also be used to gain membership support against the threat of End to End competition. 

    The approach to membership engagement is currently being developed and a more detailed paper will be placed before the Executive in October 2012.


2 CATEGORY A:  This Conference recognises that the Postal Services Act 2011 will have a major impact on the future of the Royal Mail Group and UK postal services.

 

While the CWU retains its position in fundamental opposition to privatisation, it is now in the best interests of our members that the Union fully engages with the processes arising from the passing of the Postal Services Bill, so that we can deal with the industrial impact and maximise the outcome for our members.

 

The Postal Executive will bring a Special Report to a Policy Forum in autumn 2012 covering the following areas:-

 

  • A new model of employee ownership over and above the minimum outlined in the Postal Services Bill.

 

  • A new governance model that embeds the Union at all levels of the organisation and provides a real opportunity for postal workers to influence the direction and future decision making within the company.

 

  • A new company model which builds in principles of transparency, accountability and fair reward whilst positively transforming the working experiences of our members.

Postal Executive Council

  •  

 

 

CWU LOCAL REPRESENTATIVES SURVEY

Further to LTB 695/12 we are reminding Branches that the local representative survey is due to be returned no later than Friday 19th October.

The survey is a key part of the work we are currently undertaking to improve the development and support the Union can offer local workplace representatives and generally strengthen CWU workplace organisation. 

It is essential that Branches work hard to maximise the survey return from their own local representatives.

The previous LTB also called for Branches to supply CWU Headquarters with an updated email database list of your representatives (to jdunn@cwu.org) for those who have not already done so, we will be contacting Branches directly to follow up this piece of work.

Any enquiries on this LTB to be directed to the DGS (P) Dept.

Yours sincerely

 

 

Joint Delivery Training – CWU Delivery Rep/DOM

 

Branches will be aware of the ongoing discussions between the CWU Outdoor dept and Royal Mail to conclude a joint training package for CWU Delivery Rep and DOM’s.

 

The training package has now been completed with the valuable assistance of Bob McGuire CWU Divisional rep for the North East and we are now making arrangements for this to be deployed.

 

Since the original ‘Train the Trainer’ sessions some tweaking of the package has taken place and as a consequence we are running a further ‘Train the Trainer’ session in the Birmingham CWU Branch offices on Wednesday 26th September 2012. These representatives will form the core of our training resource and be the prime deliverers of the training package. However there will be a requirement for a sizable amount of supporting trainers.

 

Consequently we are looking to train a number of CWU Delivery Representatives who have a reasonable knowledge and understanding of the revision process and tools, although they do not need to be experts, who are confident and capable enough to be able to deliver the training package in the locality, although there is likely to be a requirement for this to be more extensive than their own locality.

 

We are therefore inviting nominations from Branches and or Divisions for CWU Delivery Representatives (Divisional, Area or Local) who you believe fall into this category. Names and contact details of nominees including a brief résumé should be sent to the Outdoor Dept or email address outdoorsecretary@cwu.org  before the 28th September 2012.

  

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

Yours sincerely

Bob Gibson

Assistant Secretary

 

CWU Revision Phases Checklist Version 5 -  August 2012

 

Further to LTB 465/12 issued on the 15th June 2012 please find enclosed with this LTB the latest version (v5) of the CWU Revision Phases Checklist for all CWU Delivery Representatives. The previous version (4) has been revised in the light of working experience and to provide compatibility with the new joint training package which we hope will be rolled out in the very near future.

 

As with the previous version this latest version has also been cleared with Royal Mail who have accepted its revised content and accept that it is compliant with the BT2010 National Agreement, compatible with the guidance provided to their managers, and the new joint training package for DOMs and CWU Reps.

 

CWU Representatives will also wish to note the inclusion of item 3 in phase 5 of the checklist which is a reference to the Specialist Delivery Support Duty responsible for A level tasks, A Plus, Georoute updates now referred to as Pegasus Master data etc. There should also be a trained substitute in place and both people concerned will probably require additional training in order to fulfil this role.

 

It is important that the document is cascaded to all local Delivery Representatives and activated without delay.

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

Yours sincerely

Bob Gibson

Assistant Secretary

Rounded Rectangle:  COMMUNICATION WORKERS UNION  URGENT INFORMATION FOR MEMBERS

 

CWU welcomes tougher sentencing guidelines on dangerous dogs

The Communication Workers Union today (Monday) welcomes the publication of guidance on sentencing the owners of dangerous dogs, but says that a change in the law is needed to get the full benefit.

Dave Joyce, CWU health, safety and environment officer, said: “We warmly welcome today’s publication of sentencing guidelines on dangerous dogs.

“There wasn’t – and never has been – any guidance on sentencing for dangerous dog related crime. We’ve pointed this out in our Bite Back campaign because the lack of guidance was leading to inconsistent and inadequate sentences.

“We still need a change in the law to get the full benefit of this change in sentencing as this will only apply to successful prosecutions, of which there are still far too few in relation to the number of dog attacks.

“Thousands of innocent people – including young children and postal workers – are being attacked by dogs every year. The change in sentencing is welcome but much more needs to be done to prevent attacks from happening in the first place and to encourage more responsible dog ownership.”

CWU is the biggest union in the communications sector with over 220,000 members in post, telecoms, support and financial services. The union launched its Bite Back campaign in 2008 to raise awareness and secure changes on dangerous dogs issues after 2 Postmen were nearly killed in dog attacks and 6,500 postal workers were injured by dogs that year. In the last 12 months 10 postal workers have had fingers bitten off in attacks and earlier this year a Postman nearly lost a leg and remains disabled..

-ends-

For more information please contact:

Sian Jones, Press Officer, tel: 020 8971 7267, mobile: 0779 3314249, e-mail: sbjones@cwu.org

www.cwu.org www.cwutv.org Twitter: @CWUnews

Notes to editors

  • · The new sentencing guidance came about as a direct result of the CWU 'Bite-Back' Campaign - pointing out to ministers that Sentencing Guidance for Dangerous Dogs Offence had NEVER been issued !
  • · There were more than 3,100 recorded dog attacks on Royal Mail postal workers in the last year (to April 2012).
  • · Attacks rise during the school holidays when children are at home and dogs are more likely to be left or let out unsupervised.
  • · 70% of attacks on postal workers take place on private property where the 1991 Dangerous Dogs Act does not apply.
  • · Scotland and Northern Ireland have changed the law and the Welsh Assembly intends to legislate this autumn to bring in stronger dogs laws. Only Westminster is yet to act to bring in better dogs laws.
  • · CWU estimates that 5,000 postal workers and telecom engineers are attacked by dogs each year.
  • · CWU wants the law to be extended to private property; compulsory microchipping; dog control notices; compensation for victims; and insurance for all dogs.
  • · The UK government accepted CWU representations on the lack of guidelines around sentencing, resulting in today’s announcement.
  • · CWU opposes moves by the government to axe compensation for dog attack victims through cutting the Criminal Injuries Compensation Scheme (CICS).
  • · More information and case studies available at: www.cwu.org/dangerous-dogs-bite-back.html

 

World Class Mail (WCM) in Delivery

 

Further to LTB 593/12 circulated to Branches on the 2nd August 2012. The Outdoor Dept has received a number of enquiries regarding the status of WCM in Delivery.

 

Whilst we all recognise that we have a generic National Agreement covering WCM there remains work to be done to introduce it jointly into delivery.

 

This LTB is to inform Branches that the paragraph below which is a direct lift from the new agreement has yet to be concluded. Brief discussions took place yesterday and meetings will be arranged to bring the relevant paragraph to fruition. However until this work has been concluded and we have an agreed approach in line with the relevant paragraph of the National Agreement then there is no agreed approach for roll out of WCM in Delivery.

 

Any approach from local management to engage in discussions regarding WCM in Delivery is premature and will not have taken account of the commitment below.

 

It is recognised that the approach to World Class Mail in delivery is different and will take account of the major Business Transformation Agreement revision activity that is still outstanding.

The ongoing development and roll out of the World Class Mail programme for delivery will be the subject of further discussions between the Delivery Director, Head of WCM Collections and Delivery and the appropriate CWU National Officer.

 

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

 

Yours sincerely

 

Bob Gibson

CWU Assistant Secretary

Rounded Rectangle: COMMUNICATION WORKERS UNION  URGENT INFORMATION FOR CWU MEMBERS   

 

  

 

 

Delivery - Light Weight Trolleys (LWT)

 

Branches will be aware that the Delivery Lightweight Trolley (LWT) was designed to be pulled when in use. However following various pieces of feedback from Delivery OPGs that they would also like the option to push the trolley in certain circumstances, we with the assistance of Mick Gledhill from the CWU Walk Design Group have been reviewing the safety risk assessments with Royal Mail Safety and Ergonomic Managers.

 

This work is now complete and whilst the preferred method of use is to pull the LWT it has now been jointly evaluated that it is safe and permissible to push the LWT in certain circumstances.

 

Please therefore find attached a revised Safe System of Work (SSOW) and LWT User guide that sets this out in more detail, together with a draft WTLL that will be delivered to all frontline staff. Royal Mail will be issuing the same documents in parallel with this LTB. Please note that the revised SSOW replaces all previous SSOW covering the LWT.

 

Any enquiries to Bob Gibson’s Office, quoting reference 540

Email address: hnutley@cwu.org

 

Yours sincerely

Bob Gibson

Assistant Secretary

    

World Class Mail (WCM) in Delivery

 

Further to LTB 593/12 circulated to Branches on the 2nd August 2012. The Outdoor Dept has received a number of enquiries regarding the status of WCM in Delivery.

 

Whilst we all recognise that we have a generic National Agreement covering WCM there remains work to be done to introduce it jointly into delivery.

 

This LTB is to inform Branches that the paragraph below which is a direct lift from the new agreement has yet to be concluded. Brief discussions took place yesterday and meetings will be arranged to bring the relevant paragraph to fruition. However until this work has been concluded and we have an agreed approach in line with the relevant paragraph of the National Agreement then there is no agreed approach for roll out of WCM in Delivery.

 

Any approach from local management to engage in discussions regarding WCM in Delivery is premature and will not have taken account of the commitment below.

 

It is recognised that the approach to World Class Mail in delivery is different and will take account of the major Business Transformation Agreement revision activity that is still outstanding.

The ongoing development and roll out of the World Class Mail programme for delivery will be the subject of further discussions between the Delivery Director, Head of WCM Collections and Delivery and the appropriate CWU National Officer.

 

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

 

Yours sincerely

 

Bob Gibson

CWU Assistant Secretary

Rounded Rectangle: COMMUNICATION WORKERS UNION  URGENT INFORMATION FOR CWU MEMBERS   

 

 

  •  

 

POST OFFICE: CROWN TRANSFORMATION & PAY NEGOTIATIONS - CROWN NETWORK GUARANTEE – SIX MONTH EXTENSION

 

I would like to advise Branches that we have recently held a series of meetings with regards to Crown Transformation and pay.  I am pleased to report a positive development which has come about as part of our ongoing discussions.  An important output of these discussions has been to secure a further six months guarantee for the Crown Network.  

 

As Branches are aware, the current guarantee was due to expire at the end of September; however, this will now be extended to 31st March 2013.  Obviously we would have preferred this extension to have been for a longer period.  Nevertheless, it is a step in the right direction and something we hope we hope we can hope to build upon as part of the ongoing Crown Transformation and pay discussions.

 

Consequently, this latest extension to the Crown guarantee means we are experiencing the longest period of stability in the Crown Network since the late 1980s.  In total, this six month extension takes the combined period of the guarantee to five years.  This is good news for our members as this stability provides ongoing job security.

 

The journey back to Crown profitability currently includes a Duty Revision programme and associated Voluntary Redundancies arising from the Productivity Matrix Agreement.  This key activity has helped to facilitate the extension to the Crown Network guarantee.  

 

Kevin Gilliland, Director, Network and Sales, confirmed the extension to the Crown guarantee in a letter which is attached to this LTB for your information.  Also, the following Joint Statement has been agreed by both parties:

 

Joint Statement - Crown Transformation and Pay talks update

 

We would like to update you on important joint discussions that are continuing on how we will transform the Crown part of the network to ensure it is profitable, sustainable, and therefore improves long-term job security.

 

Whilst wider Crown Transformation plans are still being developed, we have made good progress in several areas which will help us to improve customer service, increase income and reduce costs.

 

Pilot Activity

Exciting pilot activity is taking place in several branches and this is helping to inform how best to modernise our branches and deliver a significantly better customer experience for our customers.  You will hear more about this crucial activity in the months ahead.

 

Duty Reviews and Voluntary Redundancy Exercise

We have an ongoing commitment to review duty schedules to ensure they are aligned to meet customer demand.  The current preference exercise for phase 1 is nearing completion and we will be in a position shortly to confirm the overall outcome, which is likely to result in around 140 colleagues within the included 186 branches, either leaving the business by the end of October or changing their work hours.

 

Over the next few weeks, we will be finalising plans to further review duty schedules in phase 2 for the 184 branches not included in the current preference exercise.  We expect to provide more information in this regard in the coming weeks.

 

Crown Guarantee extended by six months

By working together, we have agreed to further extend the Crown guarantee, which means that there will be no large scale changes to the structure of Crown branches until at least April 2013.  This is good news in respect of continuing job security.  There may however be instances where, due to a property lease ending or the opportunity to relocate to better premises, work locations may change for a small number of branches.

 

Ongoing Pay talks

We also want to advise colleagues that we are currently holding constructive but challenging talks on a longer term pay agreement which aims to support Crowns getting to profit by 2015. Given the complexity involved, we are expecting to continue discussions over the next few months and are committed to reaching an agreement as soon as possible.

 

If you have any questions, please speak to your manager, Area Representative, or email communications.team@postoffice.co.uk.

 

Roger Gale                                                                   Andy Furey

General Manager                                                          Assistant Secretary

Crown Network                                                             Communication Workers Union

 

 

Further developments will be reported.

 

Please ensure this important communication is brought to the attention of all our members working in Crown Offices

 

If you have any enquiries in relation to this LTB, please email csinclair@cwu.org.

 

Yours sincerely

 

 

Andy Furey

Assistant Secretary

 

 

 

 

POST OFFICE: CROWN TRANSFORMATION & PAY NEGOTIATIONS - CROWN NETWORK GUARANTEE – SIX MONTH EXTENSION

 

I would like to advise Branches that we have recently held a series of meetings with regards to Crown Transformation and pay.  I am pleased to report a positive development which has come about as part of our ongoing discussions.  An important output of these discussions has been to secure a further six months guarantee for the Crown Network.  

 

As Branches are aware, the current guarantee was due to expire at the end of September; however, this will now be extended to 31st March 2013.  Obviously we would have preferred this extension to have been for a longer period.  Nevertheless, it is a step in the right direction and something we hope we hope we can hope to build upon as part of the ongoing Crown Transformation and pay discussions.

 

Consequently, this latest extension to the Crown guarantee means we are experiencing the longest period of stability in the Crown Network since the late 1980s.  In total, this six month extension takes the combined period of the guarantee to five years.  This is good news for our members as this stability provides ongoing job security.

 

The journey back to Crown profitability currently includes a Duty Revision programme and associated Voluntary Redundancies arising from the Productivity Matrix Agreement.  This key activity has helped to facilitate the extension to the Crown Network guarantee.  

 

Kevin Gilliland, Director, Network and Sales, confirmed the extension to the Crown guarantee in a letter which is attached to this LTB for your information.  Also, the following Joint Statement has been agreed by both parties:

 

Joint Statement - Crown Transformation and Pay talks update

 

We would like to update you on important joint discussions that are continuing on how we will transform the Crown part of the network to ensure it is profitable, sustainable, and therefore improves long-term job security.

 

Whilst wider Crown Transformation plans are still being developed, we have made good progress in several areas which will help us to improve customer service, increase income and reduce costs.

 

Pilot Activity

Exciting pilot activity is taking place in several branches and this is helping to inform how best to modernise our branches and deliver a significantly better customer experience for our customers.  You will hear more about this crucial activity in the months ahead.

 

Duty Reviews and Voluntary Redundancy Exercise

We have an ongoing commitment to review duty schedules to ensure they are aligned to meet customer demand.  The current preference exercise for phase 1 is nearing completion and we will be in a position shortly to confirm the overall outcome, which is likely to result in around 140 colleagues within the included 186 branches, either leaving the business by the end of October or changing their work hours.

 

Over the next few weeks, we will be finalising plans to further review duty schedules in phase 2 for the 184 branches not included in the current preference exercise.  We expect to provide more information in this regard in the coming weeks.

 

Crown Guarantee extended by six months

By working together, we have agreed to further extend the Crown guarantee, which means that there will be no large scale changes to the structure of Crown branches until at least April 2013.  This is good news in respect of continuing job security.  There may however be instances where, due to a property lease ending or the opportunity to relocate to better premises, work locations may change for a small number of branches.

 

Ongoing Pay talks

We also want to advise colleagues that we are currently holding constructive but challenging talks on a longer term pay agreement which aims to support Crowns getting to profit by 2015. Given the complexity involved, we are expecting to continue discussions over the next few months and are committed to reaching an agreement as soon as possible.

 

If you have any questions, please speak to your manager, Area Representative, or email communications.team@postoffice.co.uk.

 

Roger Gale                                                                   Andy Furey

General Manager                                                          Assistant Secretary

Crown Network                                                             Communication Workers Union

 

 

Further developments will be reported.

 

Please ensure this important communication is brought to the attention of all our members working in Crown Offices

 

If you have any enquiries in relation to this LTB, please email csinclair@cwu.org.

 

Yours sincerely

 

 

Andy Furey

Assistant Secretary

 

 

 

 

 

New National Agreements – Extended Job Security and World Class Mail (Joint RM/CWU Statement)

 

Further to LTB 592/12 issued earlier today, please find attached a copy of a National Joint Statement for all CWU Representatives and RM managers, which formally launches the two new National Agreements covering Extended Job Security and World Class Mail.

 

We have also attached the final PDF versions of both agreements.

 

As confirmed in the Joint Statement, the National parties are now working on a range of additional measures that will support consistent local deployment.  This will eventually include appropriate communications and briefing material.  To ensure maximum impact these deployment measures will be launched at the end of the main summer leave period.

 

The Joint Statement also confirms that the next phase of key national talks will now commence, including pay 2013 onwards.  Branches should ensure that all local Representatives are in receipt of both the agreements and the Joint Statement.

 

It is also appropriate that Branches undertake their own initiatives to ensure our reps become familiar with the agreements. 

 

Any enquiries should be addressed to the DGS (P) Department.

 

Yours sincerely

 

 

Dave Ward

Deputy General Secretary (P)

 

POST OFFICE: SALES INCENTIVE SCHEME (SIS) – QUARTER 1, 2012/13

 

I am pleased to advise Branches that our members working for the Post Office will receive payments in relation to the Sales Incentive Scheme (SIS) for Q1 (2012/13) in their July salaries.  A joint statement confirming the Q1 arrangements are attached to this LTB for your information.

 

Bonus Payments for Q1 2012/13

I am delighted to report that Q1 was an excellent start to this financial year’s Sales Incentive Scheme, with every branch except one, receiving a bonus payment.  The key aspects were:

 

  • Quarter 1 performance – overall national weighting of 103.63%
  • SIS Quarter 1 payouts totalling £1,052,320
  • 99.72% of Crowns receiving a bonus, with only one Crown failing to achieve a payment
  • SIS average payout per member - £255
  • 322 (87%) Crowns received a payment of £212.50 or above
  • Payments will be made in July’s salaries

 

The table below shows the number of branches at each payment level:

 

Performance

Payment

Number of Branches

% of Branches receiving payment

115% and above

£362.50

26

7%

110% to 115%

£357.50

25

14%

108% to 110%

£327.50

20

6.75%

106% to 108%

£303.75

33

8.9%

104% to 106%

£280.00

37

10%

102% to 104%

£262.50

51

13.78%

100% to 102%

£245.00

52

14.05%

95% to 100%

£212.00

78

21.08%

90% to 95%

£106.25

39

10.54%

85% to 90%

£62.50

8

2.16%

Under 85%

£0

1

0.27

 

TOTAL

370

100%

 

Boost your Bonus

In addition to the above payments, Quarter 1 Boost Your Bonus, will provide £100 payments to 278 members in 20 winning branches.   This increases the overall bonus payment for Quarter 1 to £1,079,450.

 

The above is an exceptionally high bonus payment for Quarter 1.  This follows from the success of last year.   I am certain this will be well received from our members and rewards their extra effort for selling more products.

 

If you have any enquiries in relation to this LTB, please email cbowers@cwu.org.

 

Yours sincerely

 

 

 

Andy Furey

Assistant Secretary

 

 

 

 

 

Agreed Joint Statement For The Introduction Of The New Advanced Driver Coach Role

 

Branches and Representatives will recall that the Professional Drivers Agreement (PDA)

introduced in 2007 contained a commitment for the introduction of a CWU graded Driver Coach role to assist in ongoing driver training in line with the National Coaching and Support Agreement. 

 

In April 2011 the business approached the department with a view to widening the scope of the roles and responsibilities undertaken by Driver Coaches to include the delivery of the Driver Certificate of Professional Competence (CPC) course material and other training interventions. 

 

Against this backdrop, extensive discussions have taken place between the business and the department with a view to concluding an agreement on the new roles and responsibilities and the remuneration for any revised Advanced Driver Coach position.

 

The outcome of these negotiations resulted in an agreement being reached with the business, which was subsequently endorsed by the Postal Executive on 10th January 2012.

 

The introduction of this new role has been delayed however because it became apparent following endorsement by the Postal Executive, that there were issues in regard to how the new grade would be deployed within Area Distribution for MGV drivers requiring the same training.  The department therefore was not in a position to formally sign the agreement or agree to its deployment until these issues had been resolved and discussions have taken place with the business since that time. 

 

The recent National Network Dispute provided the opportunity for the department to clarify this point as part of the discussions on the Future of Area Distribution. Therefore the matter has now been resolved and we are in a position to deploy the agreement on the Advanced Driver Coach role.

 

Attached to this LTB are two Joint Statements (Annex A and Annex B) for your information.  Annex A is an introduction to the Advanced Driver Coach role and Annex B provides full details of the agreement, which will become a new Annex to the Professional Drivers Agreement (PDA) and covers the launch/deployment of the Advanced Driver Coach Role from 1st August 2012. 

 

In conclusion, we believe that the agreement contains some key CWU adjectives summarised as follows:

 

  • The clarification of the roles and responsibilities of the new Advanced Driver Coach role.
  • The deployment of the Advanced Driver Coach role beyond the Network function.
  • Development/Career path opportunities for our members within the driving function.
  • Improvements in remuneration for the roles and responsibilities of the Advance Driver Coach position.

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, e-mail: dwyatt@cwu.org or lwright@cwu.org quoting reference number: 216.02.

 

Yours sincerely

 

 

 

 

Terry Pullinger

Assistant Secretary

 


 

 

cwu_logo_abbrevstrap

 

 

 

Joint Statement between the Royal Mail Logistics and the Communication Workers Union Regarding the Introduction of the New Advanced Driver Coach Role

 

 

Royal Mail and CWU are pleased to announce the creation of a new role within operations of an Advanced Driver Coach.

 

Advanced Driver Coaches will be externally accredited to provide training to deliver Driver CPC (JAUPT) training.   All LGV/MGV drivers are required to undertake a minimum of 35 hours accredited training every 5 years, with the first 5 year period deadline in Oct 2014.

 

Existing Driver Coaches in RM Logistics will be given the first opportunity to undertake the external training and verification necessary to fulfil this role, which comes into effect from 1st August 2012.

 

Against that backdrop the agreement reached covers all aspects of the introduction and deployment of the enhanced role in respect of the revised roles and responsibilities, the required accreditation, selection process and other associated people issues.

 

Advanced Driver Coaches will be full-time positions attracting an assigned pensionable allowance with release from driving duty to perform the full range of coaching activities.  In addition to delivery of accredited training the Advanced Driver Coach will also undertake a variety of new training interventions to improve safety for our existing drivers.

 

Royal Mail Logistics and the CWU recognise the need to respond to personal ambitions, aspirations and career path opportunities and see the introduction of this new role as being consistent with those objectives.

                                                                                        

 

 

  • Phil Murphy                                                           Terry Pullinger
  • Network Operations Director                            Assistant Secretary
  • Royal Mail Logistics                                                                       CWU
  •  
  •  
  • Date:  26th July 2012

 

JOINT STATEMENT BETWEEN ROYAL MAIL AND CWU ON THE DEPLOYMENT OF ADVANCED DRIVER COACHES

 

 

BACKGROUND

 

The National Agreement for the Implementation of the Road Transport Directive and the Introduction of the Professional Driver concluded in 2007 supported the introduction of Workplace Driver Coaches in Royal Mail. The aspiration captured in the agreement being to create opportunities for personal development where Advanced Driver Coaches can assist and encourage drivers to improve performance in all aspects of their role.

 

Against this backdrop, Royal Mail and the CWU recognise the importance of flexible and committed employees appropriately remunerated for specialist roles which carry additional responsibility.  This document builds on our commitments in the PDA and outlines the roles and responsibilities of a new Advanced Driver Coach role, the qualifications and accreditation required, selection processes and the agreed levels of remuneration for the new role. This document will be considered to be Appendix 6 of the PDA and applies equally to all Professional Driver grades.

 

 

OBJECTIVES

 

Royal Mail operates in an increasingly competitive environment where optimum performance is crucial to the future success of the business.  The deployment of the Advanced Driver Coaches will support drivers and operational colleagues through the provision of our own, in house, peer to peer coaching, mentoring and the delivery of agreed training packages to assist in improving safety and efficiency within Royal Mail Operations. Through the establishment of a supportive, non-threatening environment Advanced Driver Coaches will promote the achievement of excellent individual performance by assisting colleagues to enhance their range of skills and maximise potential.

 

The role will have no managerial responsibility and all associated tasks defined in the agreement are deemed to be appropriate to CWU represented grades.

 

The anticipation is that the role will be self contained with dedicated workload. Advanced Driver Coaches will be fully committed to the development and delivery of training courses and materials, though there may be a requirement to revert to Professional Driving duties during pressure periods. To ensure continuity of the training agenda, Driver Coaches will normally be given 7 days notice of a requirement to revert to Professional Driving duties and this will form part of the weekly resourcing meeting.

 

The role will include the delivery of the following training development agenda:

 

  • Induction training.
  • Delivering Driver CPC (JAUPT) accredited training.
  • Coaching and briefing on operational activities and ongoing support.
  • Deploying a nationally consistent method of training/coaching of technical, driving and associated skills.  This will include training/coaching of product developments of existing equipment or the introduction of new technologies.
  • Training/re-training/development of existing employees where required.
  • Up-skilling of existing drivers.
  • Appropriate training for casuals/agency staff in the operational activities they have been employed to undertake.
  • In cab “peer to peer” mentoring and completion of the Driver Training Needs Analysis check list including de-brief (using all available technology) and the creation of individual Driver Development Plans.  Coaches will perform mentoring only in vehicles applicable to their respective Professional Drivers Grade or licence held.
  • Assessment of agency drivers to ensure that they have the skills to perform driving duties to the required standard.
  • Deployment of training/familiarisation on Minor Repairs in line with existing agreements.

 

 

QUALIFICATION / ACCREDITATION OF ADVANCED DRIVER COACHES;

 

Given the range of tasks and the accredited nature of the job, the Advanced Driver Coach is considered a specialist role and before appointment applicants must achieve the following;

 

  • Progress through the formal selection process detailed below.
  • All coaches will receive training and must attain the Institute of Leadership and Management (ILM) certification. This is required by the Joint Approvals Unit for Periodic Training (JAUPT) Driver CPC accreditation.
  • Each coach will be fully trained by ROSPA (or equivalent) to an agreed standard to enable them to professionally carry out training needs analysis on our drivers. The coaches will themselves be trained in this field and hold a valid certificate of competence. This training will provide them with the skills required to observe and analyse drivers performance/behaviour, record their findings and complete a de-brief discussion.

 

 

Should an individual fail to attain the necessary accreditation at first attempt a second attempt will normally be allowed and targeted additional support provided. Exceptionally, at the discretion of the local manager a third and final attempt may be allowed where an independent assessment indicates that the third attempt would most likely be successful.

 

If an Advanced Driver Coach chooses to leave the business, other than through the progression of MTSF or related people’s processes, within two years of gaining the accreditation they will be required to repay the cost of the training on the following sliding scale:

 

0 to 6 months 100% of the cost

6 to 12 months 75% of the cost

12 to 18 months 50% of the cost

18 to 24 months 25% of the cost

 

For this purpose costs will be based on a single attempt

 

Individuals will be required to sign a contract indicating their agreement to the above.

 

In the circumstances of an existing driver coach failing to reach the required accreditation, the coach may remain in the coaching role performing a full range of coaching activities other than the delivery of CPC materials until there is a duty revision within the VOC, or when a suitable duty becomes available, and at which time they will revert to driving duties.

 

In communicating to the successful/unsuccessful candidates, robust feedback should be provided as to the reasons for success or failure.

 

 

SELECTION PROCESS

 

Advertisement/Application

 

All Professional Drivers will be able to apply for these posts and applications will be objectively assessed by a two stage process as detailed below to establish which candidates are most suitable. 

 

Exceptionally for the initial deployment of the new role at Network VOCs, in recognition of the skills, qualifications and experience attained, existing Driver Coaches will be prioritised within the selection process.  Thereafter selection will be in line with the following process.

 

 

Self-assessment

 

Stage 1

 

  • Interested employees will complete a self-assessment form to help them decide whether they should apply formally, and if they do they will need to complete an application form

 

Stage 2

 

  • A suitably qualified Line Manager at each workplace will assess the formal applications and select the candidates to interview.  All interviewed applicants will receive feedback from their Manager on the Recruitment Activity Performance Summary Form and they will be given the opportunity to complete a confidential questionnaire concerning the interview process.  The Manager will also complete a section on the form stating the reason for selection or non selection.

 

 

Where there is a surplus of suitable candidates selection for the role of Driver Coach will be in seniority order.   At larger units consideration will be given to the training and accreditation of additional candidates who would form a reserve pool.   Reserves would provide cover as the workload demands, but would only receive the additional remuneration when performing the Driver Coach Role.  Release from normal driving duties for this purpose will be agreed locally on an Ad Hoc basis.

 

 

Appeals against non selection

 

There is an appeal process against non-selection and all documentation concerning the selection will be made available prior to the appeal being held. (The process will follow appendix 3 of the Workplace Coach Agreement)

 

 

DRIVER TRAINING NEEDS ANALYSIS

 

The agreed deployment of the Advanced Driver Coach Role introduces in cab mentoring for Professional Drivers.  The purpose of this initiative is to maximise the opportunities for the development of individual skills and advances in driving techniques designed to maintain and improve driving skills and industry leading levels of performance and safety.

 

It is jointly recognised that this initiative brings an increased level of visibility, new to drivers which may appear daunting.  Both parties are therefore committed to the creation of a non threatening environment where the role of the coach is clearly defined as supportive and the coaching session viewed as a joint activity.  The peer to peer nature of the session is viewed as key to the development of this aim.

 

For clarity the coaching session is not a test and does not have pass/fail criteria.   Coaches will accompany drivers on road trips, providing real time mentoring and advice on driving techniques and performance improvements.  It is the aspiration that JAUPT accreditation for the Driver Training Needs Analysis will be sought to avail its inclusion as an element in the Driver CPC process.

 

Coaching sessions will typically be part of normal duty and will be scheduled within normal operational activities where practical to allow one to one mentoring while not interfering in day to day work plan. However an alternative duty / attendance can be considered with driver consent, where this would be more appropriate for coaching sessions.  Coaches will be required to provide their opinion on any training needs and at the end of the coaching session, the driver and coach will have a debrief and draw up any development needs through the completion of  a Training Needs Analysis form.   Drivers will be given the opportunity to discuss fully the content of the form and record their views on any issues raised or on the coaching session in general.

 

The completed form will be utilised in the formulation of an individual development plan as necessary.    The Driver Coach will submit a recommendation on any individual development plan to the Line Manager for concurrence.   The driver will receive a copy of the completed TNA form and a copy will also be filed in the drivers records.   The completed TNA may be used by the line manager at 1:1 sessions to aid discussion and further help create personal development and improvement plans

 

To ensure the consensual nature of the coaching session where either the driver or coach believe that issues of a personal nature may influence the outcome of the process, attempts will be made to make alternative arrangements for the coaching session.

 

 

EXCEPTIONAL PROCESS

 

Royal Mail and the CWU recognise that exceptional circumstances could arise where Advanced Driver Coaches identify potentially serious or dangerous driving behaviours during the course of a coaching session.  To ensure that confidence in the process is maintained, the following process will apply in such circumstances.  This process is designed to restore performance in a supportive and non-punitive manner.

 

  • Where Drivers Coaches identify a serious driving issue this will be highlighted to the driver at the time and advice and mentoring offered in real time to remedy the issue.

 

  • At the conclusion of the coaching session, where the Coach believes that the driving problem remains, the reasons will be fully discussed with the driver and entered by the Coach on the TNA form, this should include a recommendation for remedial action designed to restore performance.  The driver will have the opportunity to record their comments on both the Coaches view and the proposed remedy.

 

  • A meeting will be arranged with the Line Manager, Driver Coach and the driver.   At this meeting the driver may be accompanied by their union rep or a work colleague from within Royal Mail Group.  The purpose of the meeting will be to agree a development action plan, which may include further Training initiatives carried out by the Driver Coach or the engagement of external training resources.   The views of all parties will be fully considered in the formulation and agreement of the action plan.

 

  • Following a meeting where evidence suggests that the driver was driving in a grossly reckless or negligent manner, the line manager may consider a precautionary removal from driving until the deployment of the agreed action plan. This action should only be taken in exceptional circumstances in order to protect the safety of employees, other road users and the general public.  

 

Full consideration will be given to the individual's earnings and attendance patterns during the period of removal from driving. Wherever possible, a non driving duty will be allocated with attendance hours similar to that of the duty the individual was previously performing.  Professional drivers pay and assigned allowances will continue to be paid during the period of the removal.

 

Where the outcome of the review has recommended one or more training initiatives which may include where necessary the procurement of professional external training, these will be delivered as soon as possible and reinstatement to driving duties will be enacted once the action plan has been successfully completed / competency of the individual is assured.

 

 

REMUNERATION

 

In recognition of the skills, flexibility and commitment that Advanced Driver Coaches will be expected to demonstrate and maintain an allowance will be paid.

 

This allowance will be introduced from 1st April 2012 and become payable to eligible Advanced Driver Coaches from this date.

 

Any Driver Coach wishing to return to normal driving duties may be required to continue in the coaching role until a suitable replacement can be recruited and fully trained.

 

  • On appointment each Coach will receive a weekly pensionable assigned allowance of £50 per week or £217.41 per month for Network Coaches. This allowance will continue to be paid during periods of redeployment to Professional Driving duties as detailed above.
  • The allowance will be reviewed in line with future Royal Mail pay settlements from April 2013.
  • Where an employee decides they do not wish to continue in their coaching role they should inform the manager immediately so that an appropriate replacement can be found.
  • On return to normal duties the Coaching allowance will cease.

 

All other remuneration will be appropriate to the applicable Professional Driver Grade.  Where an Advanced Driver coach loses their driving licence, the terms of para 9.10 and 9.11 of the Professional Drivers Agreement will apply as appropriate.

 

Any question of interpretation, implementation or application of this agreement will be dealt with promptly through the I.R Framework and if unresolved referred to the respective Headquarters for resolution.

 

 

 

 

 

……………………………                                 ……………………………..

 

Phil Murphy                                                     Terry Pullinger

Network Operations Director                            Assistant Secretary

Royal Mail                                                         CWU

 

 

Date:                                                                

 

 

 

 

National Network Dispute Resolution:

 

Joint Statement Between Royal Mail And The CWU On The Future Of Area Distribution

 

Branches and representatives will be aware via National Briefings and Conference debates, that there has been speculation over the Future of Area Distribution for some time.   Changes to managerial structures and references to Distribution Operational Design (Distribution OD) had indeed added to such uncertainty.

 

Against that backdrop the recent National Network Dispute provided the opportunity to move the debate on the Future of Area Distribution forward and we are pleased to attach for your information the Joint Statement that has been agreed with the business, which clarifies the position going forward and contains along with other issues the highlights summarised below:

 

  • Commits Royal Mail Logistics and the CWU to articulate the approach to professionalism in the Area Distribution Function.

 

  • Builds in the Professional Driver and the BT2012 Agreements to develop a revitalised and efficient Area Distribution function with the culture of mutual interest at its core.

 

  • Introduces ambition into the future strategy for Area Distribution and a commitment to deliver new products and increase market share.

 

  • Confirms the current levels of MGV pay, including the terms of Motion 28 carried at this the 2012 Annual Conference.

 

  • Sets out a process concluding in the BT2010 Agreement Year 1 to 3 commitments as a matter of urgency.

 

  • Introduces National and Area Distribution Working Groups to support the development of Area Distribution going forward.

 

  • An agreed process including full training for the use of Paragon in Area Distribution.

 

  • A defined 3 Stage Area Distribution Revision Process supported by agreed revision principles which maximise the driving content of MGV duties  but not precluding the use of OPG driving or non-driving work to prioritise full time duties.

 

  • The introduction of Development and Training of MGV drivers including the potential to progress to LGV where opportunities exist to do so.

 

  • The deployment of Driver Coaches in Area Distribution with further discussion on the operational model to be undertaken by the National Area Distribution Working Group.

 

  • The introduction of minor repairs for MGV drivers with an agreed list of appropriate tasks to be concluded by the end of the month.

 

Branches and representatives are requested to ensure that the contents of this LTB and the attached Joint Statement are given the widest publicity and brought to the immediate attention of all CWU members employed in Area Distribution. Further information on the deployment and activity associated with this Joint Statement will be circulated in the near future.

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, e-mail: dwyatt@cwu.org or lwright@cwu.org quoting reference number: 511.03

 

Yours sincerely

 

 

 

 

Terry Pullinger

Assistant Secretary

 

 

                                                       

 

 

 

 

             


 

 

JOINT STATEMENT BETWEEN ROYAL MAIL AND THE CWU ON THE FUTURE OF AREA DISTRIBUTION

 

Background

 

Royal Mail has re-aligned the managerial structure for Area Distribution with the aim of identifying the line management and function of both OPG and MGV drivers and the appropriate revision processes for vehicles in Royal Mail. This will enable focus on professional revision activity and training requirements, clear lines of IR interface and efficient operations providing excellent customer service.

 

Royal Mail believe that there is unrealised potential in Area Distribution which can be better realised through well trained professional drivers supported by dedicated professional line management structures allowing Processing,  Collections & Delivery management to focus on the indoor operation and delivery & collection requirements. 

 

The Area Distribution Function is made up of a mixture of MGV Professional Drivers and OPGs and the initial proposal of the new managerial structure is to professionalise the MGV drivers in line with the full spirit and intent of the Professional Drivers Agreement. 

 

Examples of the managerial vision in this regard are to have:

 

  • Well trained engaged Professional Drivers, where safety is a key priority whilst ensuring that Area Fleets are legally compliant. This includes improved vehicle and driver utilisation, maximising driving content in duties and robust monitoring of drivers’ hours.

 

  • In respect of applying the Professional Drivers Agreement (PDA) to all MGV Drivers the new managerial structure proposes to fully implement the terms of the PDA agreement. Initiatives will include robust WTL&L sessions, driver 121s, the introduction of the Driver Coach role, minor maintenance/vehicle checks, end of day debriefs and 4 monthly meetings between the line manager and the driver. In addition to implement the use a variety of telemetry tools to support revisions such as Paragon.

 

It is against this backdrop that Royal Mail and the CWU, have been in a consultation/negotiation in relation to the  Area Distribution Strategy in line with the Business Transformation Agreement and the ‘Engagement, Development and Planning’ Network section of that national agreement, and in so doing have developed an agreed response which fulfils our joint commitments.

 

Joint Commitment

 

This Joint Statement has been developed between Royal Mail Logistics and the CWU to articulate our approach to professionalise the Area Distribution function. It is agreed that the approach will be consistent with and in the spirit and intent of the Business Transformation Agreement, the Network approach as detailed in the Business Transformation Agreement and the Professional Drivers Agreement.

 

This commitment is very important as it reflects our ongoing common objectives and sense of purpose, and offers clear recognition that the relationship between Royal Mail Logistics and the CWU will be a key factor in the contribution that Area Distribution can make to the future success of Royal Mail.

 

It is recognised that Area Distribution and the Network functions have different roles to play within the business.  The operation needs to be reliable, economic, efficient, flexible, transparent, on time every time and ensure that the internal operations of Mail Centres, RDC’s and Delivery, can function in line with their customer, internal operating and people commitments.  As such, it is recognised that this activity is not about merging Area Distribution and National Network, or the disbanding of Area Distribution.

 

The purpose is to professionalise MGV Drivers and the management of Fleet compliance within the wider Network since it is recognised that these functions are the glue that holds the whole of the Royal Mail operation together and ensures that mail arrivals are consistent with the transformation Workplan.  This is crucial as it also supports the ability to achieve attendance patterns and duty structures contained in the other functional sections of the BT Agreement, to be delivered at local level.

 

Our mutual interest culture is the fundamental driver to successful transformation, operational performance and job security, and we believe that a revitalised Area Distribution function can enhance our shared commitments which include:

 

  • Our ‘ambition to offer capacity for bulk packets and new products, and be the biggest fulfilment provider by broadening the competitive offering, win a greater market share, and grow volumes and revenue’ by being flexible and responding to our customer needs.

 

  • The need to innovate new products and services beyond the traditional core.
  •  
  • Recognition that employees affected by any changes, especially where these may affect working patterns or earning potential feel any views and concerns they have expressed have been considered and taken into account.  
  •  
  • Royal Mail reaffirms its commitment that ‘People issues’ will be at the forefront of planning and any people issues will be dealt with in line with our existing agreements.

 

Distribution Organisational Design

 

Whilst Royal Mail’s Organisational structure is a matter for the business this change has created some confusion in respect of the Area Distribution activity of MGV drivers, collection work in general and platform and warehouse activities as well as the IR interface. Therefore, clarity in this regard must be established if on-going discussions are to be successful. Equally it is recognised that the CWU representational structure is a matter for the union and will be unaffected by the managerial changes unless agreed nationally as part of a revised IR Framework.

 

It is recognised that the agreed end state will make clear which OPGs and MGV Professional Drivers report through to the local Distribution Manager.

 

MGV Pay

 

To clarify, as agreed within the Professional Drivers’ Agreement:

 

  • OPGs undertaking MGV work on a rotation (in line with point 1.8 of the PDA) are entitled to substitution to the enhanced MGV pay rate for the weeks they performed the tachograph duty.

 

  • Individuals who perform an MGV duty on a weekly basis will be graded as MGV and receive the pay, terms and conditions for that grade (this is irrespective of the amount of MGV content attached to the duty).

 

  • Individuals who performs MGV work on either a rotational or fixed duty basis and who are therefore covered by the Road Traffic and Working Hours Directive will in the first place, be asked to perform any MGV work that becomes available on an ad-hoc basis.  In the exceptional circumstances where this work cannot be performed by anyone from these categories, an OPG with the necessary licence can be requested to perform this work on an ad-hoc basis. In these circumstances individuals will receive the relevant Substitution/Overtime Payment for the day.

 

General Driving Revision Activity

 

The manner in which Royal Mail Driving duties are organised is as follows;

 

Delivery Office operations: Delivery & Collection OPG Driving duties are organised inline with the ‘Collection Revisions Process’ and all appropriate Delivery Revision tools.

 

Delivery Office/ MPUs /Distribution Hub Operations: OPG & MGV driving duties will be organised using a combination of ‘Paragon’ processes the ‘Collection Revisions’ approach and all appropriate Delivery Revision tools.

 

Mail Centre Operations:  Area Distribution OPGs & MGV driving duties will be organised using a combination of ‘Paragon’ processes, ‘Collection Revisions’ approach, along with workload based tools applicable to Indoor working.

 

Network Professional driving duties are revised using Paragon/DMS.

 

Area Distribution Revision Activity

 

Both parties agree that the BT 2010 Agreement year 1 - 3 commitments to efficiency and reward need to be concluded as a matter of urgency.

 

In Area Distribution deployment of year 3 revisions,  in line with the BT Agreement will see all  Area Distribution (in Scope)  OPGs & MGV Drivers receive the balance of the full £1000 lump sums and the Shorter Working Week/2% pay increase benefits as appropriate and as detailed in the Agreement.

 

Representation

 

A National Area Distribution Working Group (NADWG) will be established consistent with that which operates in Network. The make-up and purpose of the group will be agreed jointly.

 

Area Distribution Working Groups (ADWG) will be established for each MC catchment area. The make up and purpose of the group will be jointly agreed. The Working Group will be made up of Divisional/Area/Local CWU Representatives, along with local and Geographic based Managers.

 

The role of the CWU representatives within these processes is fully recognised, as is the requirement for appropriate release in order for them to meaningfully prepare, participate and obtain the views of their members. It is agreed that in line with the IR Framework, CWU reps undertaking this work will not suffer financial loss.  To this end it is agreed that local managers will facilitate this release and that all reasonable requests for release will be agreed.

 

Management and CWU reps will agree locally, on a weekly basis the period of the release required.  

 

The use of Telemetry Tools to Support Area Distribution Revisions

 

Based on the experience of National Logistics (Network) and consistent with the PDA, it is jointly agreed that the Telemetry Tool to support Area Distribution Revision activity is Paragon.

 

Paragon is a software application designed to improve the efficiency of vehicle scheduling; it is already used in Royal Mail Group and it is jointly agreed that it will now be used to improve the scheduling of MGV vehicles within Area Distribution, in line with the terms of Appendix 3 of the Professional Drivers Agreement.

 

Paragon is considered to be a revision aid and not a total solution. Against that backdrop it is agreed that it will be used to assist MGV duty revisions as necessary in conjunction with local knowledge and expertise, across the Area Distribution function.

 

It is agreed that prior to the use of Paragon being used for Area Distribution Revisions full training will be provided for Divisional/Area/local CWU Representatives to ensure their professional usage.

 

It is recognised that Royal Mail may in the future propose the use of an alternative or new telemetry/route planning tools, other than Paragon. It is agreed that prior to their use, negotiation/consultation will take place with the CWU at a National level. This will take into account the scope, capabilities and suitability of any proposed alternative Telemetry tool, to ensure that they are applied in a manner consistent with the spirit, intent and terms of this agreement.

 

Revision Principles

 

The scope for all Area Distribution revisions will be each Mail Centre/Hub catchment Area; however it is recognised that there will be occasions where it will be in the interest of all parties to extend the scope of the catchment area to include adjacent areas. Any such rationale and proposals will be the subject of discussion and agreement as part of the ADWG.

 

Both parties remain fully committed to the full terms of the PDA and will develop a plan to ensure consistent application is rolled out across all Areas.   

 

Revision activity will concentrate on maximising the driving content of MGV driver duties, while prioritising full-time duties consistent with the PDA agreement (not precluding the use of OPG driving and non driving content to achieve this).  

 

The make-up and membership of the ADWG will reflect the in-scope area and ensure that all affected sites are fully represented.

 

The following is also re-affirmed:

 

  • MGV Professional Driver roles may be performed on a fixed or within a rotation of tachograph duties or non tachograph duties, as well as hybrid arrangements including platform, warehouse or delivery duties (where this is consistent with the General Driving Revision section of this joint Statement).

 

  • Duty arrangements are designed taking into account workload and efficiency whilst supporting additional employee earnings opportunities, SAs etc and will provide attractive attendance patterns which enable reasonable work/life balance.

 

  • Sufficient established MGV Reserves are available to cover annual leave, sickness and absence.

 

Area Distribution Revision Process

 

The Process will be conducted over 3 stages.

 

Stage One:

 

Area CWU Reps and local managers will jointly collate and sign off a site specific pack of current state data at each Area Mail Centre/Hub.  This activity will provide a robust baseline as a reference to assist the Paragon planning process. The scope and details of the data to be gathered will be agreed with the NADWG.

 

Simultaneously, a non binding preference exercise to be run for all MGV Drivers in each Mail Centre/Hub.  

 

 

 

 

Stage Two:

 

The ADWG will undertake an analysis of the ‘first cut’ Paragon outputs; identify any high impact or problem area. At this stage the Group will look to aid the development of local/Area solutions. This will not exclude a re run of elements of Paragon. Likewise, any potential solutions may not necessarily be restricted by individual unit or Area boundaries, where both parties agree to explore beyond the scope of the catchment area for the Revision. Widening the scope of the Revision will be consistent with the spirit and intent of this agreement.

 

It is agreed that the targeted deployment dates for Revisions, will allow sufficient time for Area/local negotiations and duty selection process to be concluded prior to deployment.

 

Stage Three:

 

Area/local negotiations will commence in line with the IR Framework.  The ADWG will support this process and be available to help conclude Area solutions.  A traffic light process will be deployed to monitor progress and identify at the earliest opportunity potential problems. 

 

Review:

 

To support ongoing Area Distribution Revision activity, the NADWG will review the effectiveness of the 3 Stage process and assess opportunities to refine the approach for future revision activity.  The methodology for this piece of work will be based on the ACAS guide to problem solving and will allow relevant expertise to be used where the NADWG agree it would be beneficial. Any revised process will then become the agreed approach to Area Distribution revisions going forward.

 

Where there is a concern regarding the interpretation and/or application of this agreement then issues should be referred to the NADWG for assistance.

 

Development & Training

 

Both parties recognise the benefits of well trained and motivated Professional Drivers.

 

Individual development and training goes hand in hand with being professional and both parties re-commit to the career path opportunities of Royal Mail employees.  Against that backdrop it is agreed that that we will re-invigorate the ‘Professional Driver Training/Performance’ section of the PDA, so that individuals have the potential to progress to MGV & LGV in line with the National Logistics resourcing principles where opportunities exist to do so.

 

This commitment is consistent with our joint aspiration to provide rewarding employment, better long terms prospects, employment security and to reduce to an absolute minimum the use of external resource.

 

The NADWG will by the end of July 2012 have developed for Area roll out an agreed approach to how aspects, such as 121’s, end of day briefs, WTL&L and 4 monthly meetings will be introduced.

 

Driver Coaches

 

Driver Coaches have been deployed in Network Logistics for some time and the role has evolved through learning. Talks have now been concluded with regard to further enhancement of the role of Driver Coaches in Network and their introduction in Area Logistics including the delivery of Driver CPC training. Clearly the operational model differs between Network and Area Distribution and as such the aim of the NADWG will be to assess and conclude an optimum model in regard to the number and placement of Driver Coaches in Area’s to maximise the operational and commercial benefits.

 

Minor Repairs

 

Clearly current commitments, as set out in the Professional Drivers Agreement, in this regard are only appropriate to ‘Professional Drivers’ and in this case  Area Distribution MGV Drivers. Further discussions will confirm no later than end July 2012, an agreed list of appropriate minor repairs for MGV vehicles and these will be deployed in line with the terms of the Network Minor Repairs agreement.

 

Any questions of interpretation, implementation or application of this agreement shall be referred to the signatories of this agreement for resolution.

 

 

 

 

 

 

 

 

 

Tony Fox                                                                           Terry Pullinger

Director Logistics                                                                Assistant Secretary

Royal Mail                                                                       CWU

 

 

Date:

             

 

 

 

24th July 2012

 

 

To : All Romec Cleaners

 

 

 

 

 

 

 

 

Dear Colleague

 

RE: Pay Claim 2012

 

Romec has made a pay offer in response to the 2012 CWU pay claim, which the union negotiators have rejected.

 

The offer is for a 1.5% increase in pay from 1st April. It has been rejected because:

 

  • The increase offered is below inflation and would therefore result in a reduction in real living standards.
  • It is significantly below the average level of pay increases across the economy in general.
  • The agreed settlement date is 1st January, but the offer is from the 1st April, further reducing its real value.
  • Romec “middle managers” have recently been given bonuses of between 12% and 15% of pay, in recognition of the success of the company in meeting its budgetary and other targets.

 

The union is therefore seeking a substantial improvement in the company’s offer which would properly recognise the contribution members have made to Romec’s success in achieving better than targeted performance against the background of the significant changes brought about by the Enterprise contract.

 

Romec accept that there has been a significant increase in the performance and productivity of Cleaners in recent years. We do not believe the current pay offer reflects or recognises the contribution you have made.

 

We intend to continue negotiations with Romec but are mindful of the fact that it is now nearly 8 months beyond the agreed settlement date. We are therefore seeking a resolution on the basis of a substantially improved offer as a matter of urgency. The situation is now very serious and the Union is considering its options to try and bring this years pay award to a successful conclusion as soon as possible.

 

Yours sincerely

Bob Gibson

CWU Assistant Secretary       

 

If you have an email address please send it via email to outdoorsecretary@cwu.org, along with your name and the office(s) where you work. Thanks

 
 

 

 

 

 

 

 

 

 

 

National Network Dispute Resolution

 

Branches and representatives will recall that LTB 476/12, dated 20th June 2012, reported the outcome of high level negotiations that had been taking place with the employer to resolve the National Network Dispute.  You will further recall that a Joint Statement of Intent was reached that committed both parties to hold urgent and intensive negotiations in order to reach an agreed position and/or way forward on a number of Network and Area Distribution related issues.

 

The department is pleased to report that as a result of these negotiations agreements/positions have now been concluded with the employer, and these were endorsed by the Postal Executive at its meeting of 17th July 2012.

 

A National Briefing of Divisional, Network and Area Distribution representatives was held on the 18th July 2012, where a detailed presentation on the outcome of the negotiations was provided by the negotiating team.  It was also reported at the National Briefing that clarification on a structure to support the deployment of the agreements would be the subject of further discussions with the business.

 

Against this backdrop a further Joint Statement has been agreed with the business and is attached to this LTB for the information of Branches and representatives, in order that you are fully aware of the subsequent activity that will be taking place and will be able to advise our members accordingly. 

 

Further information in regard to this activity and details of the agreed positions will be circulated in the near future.

 

We would also like to take this opportunity to record the appreciation of the department and the negotiating team for the support and assistance afforded to us by CWU members of all levels in Network and Area Distribution.

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, e-mail: dwyatt@cwu.org quoting reference number: 233.08

 

Yours sincerely

 

 

 

 

Terry Pullinger

Assistant Secretary

 

 

                                                       

 

 

 

 

                           


 

 

Joint Statement between Royal Mail and the CWU on recent

Logistics Discussions

 

 

 

Further to the Royal Mail Logistics and CWU "Joint Statement of Intent" published on the 20th June 2012, we are pleased to announce that agreed positions and statements have now been achieved on all issues of concern.

 

The various agreed positions and statements will be communicated via our normal Royal Mail and CWU mediums. To confirm the following, activity has commenced on:

 

  • Re-engagement on Network 12 and RDC consultation.

 

  • The approach to implementing the agreements and commitments on each of the other issues we have reached, to ensure progression and momentum in line with the mutual interest vision set out in the Business Transformation Agreement. 

 

We are currently finalising the detailed structure of this activity and we will share details with you as soon as possible.

 

 

 

 

 

Peter Walls                                                                   Terry Pullinger

Royal Mail                                                                     CWU Assistant Secretary

Director Employee & Industrial Relations

Operations & Modernisation

 

24 July 2012

 

 

CWU Bristol and District Branch Press release 11am Monday July 23rd 2012:
************************************************************************************************** Friends,
The Bridgwater 48-hour wildcat strike ended successfully this morning at 6am, with an overwhelming vote by CWU members to endorse shop steward Dave Chapple's recommendation to return on the following terms:
1. The suspended postman would be returned to work immediately with any disciplinary investigations completed within 48 hours. 2. National talks would begin covering all major industrial relations problems at Bridgwater Delivery Office, including CWU concerns of heavy-handed management, breaking agreements with the CWU, un-agreed cuts in hours, and hospital appointments.

Sunday's talks, involving CWU acting Deputy General Secretary Ray Ellis and national officer Bob Gibson, finally broke through Royal Mail's previously aggressive stance, and paved the way to get the suspended postman back to work without the threat of recriminations against any CWU members for taking part in the walkout.
Dave Wilshire, Bristol CWU Branch Secretary, said:
"Royal Mail can say what it likes but the fact is they would not talk to us about lifting this suspension until the strike went into it's second day: that's a fact.

However, to be positive, It is good to hear from Dave Chapple at Bridgwater Delivery Office that the return to work today is proceeding smoothly without major problems. This is a major Royal Mail turnaround from last Friday, when it looked like we might be out on strike for a week or more.
Our suspended CWU member will return to work today with the threat of serious disciplinary action removed: the other issues members were on strike about should now be addressed.

The tremendous solidarity shown once again by 110 Bridgwater postal workers has, we believe, forced Royal Mail to show some common sense: we hope this approach continues!"

Dave Wilshire, Branch Secretary

Employee Opinion Survey

 

The Union has been copied Courier Specials (attached) highlighting the Royal Mail Opinion Survey results that are being sent out to home addresses this week. 

 

The PEC received a presentation on the Opinion Survey results from Royal Mail and IPSOS Mori at its meeting earlier this week.  The results of the survey are of interest, particularly in view of the high return rate (69%).  Even more important is how Royal Mail intends to use them.  It is clear that Royal Mail sees the survey as an important tool in improving employee engagement.  The company is making results available to all managers via a computer interface provided by IPSOS Mori known as Archway.  Managers are tasked with discussing results with their team and developing unit action plans “in conjunction with the team” which are expected to be uploaded to Archway by the end of August.  These plans should then be regularly reviewed and updated.

 

By the end of September a corporate action plan and centrally driven actions are to be communicated.

 

The next survey is due to be undertaken in March 2013.

 

It is clear that this is a major and ongoing initiative.  The Union has requested a more detailed breakdown of results, by grade, gender, ethnicity, function and region.  We are seeking the involvement of our Divisional, Area and Unit Reps in discussion of the results for their parts of the business and the involvement of Reps in discussing and developing unit action plans.

 

It is clear that whilst there has been improvement in some results measured against a smaller snapshot survey undertaken in 2011, results in many important areas are poorer than the UK large organisation norm and in some cases significantly below the global postal norm.

 

 

The Union should welcome genuine attempts to improve employee perception of life at work and the extent to which the company values their contribution – the only way sustained improvement can be achieved is by genuinely responding to employee concerns.  A major priority for the Union is improving employee relations and if taken forward with genuine CWU involvement we believe this initiative can compliment the work being done through the improving relationships project and the review of personnel procedures being undertaken in line with the Business Transformation Agreement.

 

Branches will be kept advised of further developments.

 

Yours sincerely

 

 

Ray Ellis

Acting Deputy General Secretary (P)

 

 

 

Bristol and District Branch Communication Workers Union Press release of July 20th 2012 at 8am *******************************************************************************************************************

"Friends,
At 7.30am this morning 100 Royal Mail workers at Bridgwater Delivery Office in Somerset walked out in a lightning protest strike against Royal Mail managers' bullying and breaking agreements with their trade union the CWU.

The postmen and women, many with 30 years service, are angry that a postman with 25 years service has been suspended from duty for an alleged swearing incident, when the other postman concerned has written to Royal Mail asking for the case to be dropped and the postman re-instated.
CWU members believe a heavy-handed disciplinary policy, which currently includes Royal Mail posting eight managers to a workplace designed for four, has led to an increased managers' bullying and harassment culture.
Royal Mail are also blatantly breaking agreements with the union on daily staffing levels-called 'lapsing' in Royal Mail, training, and annual leave.
The final issue that must be addressed is Royal Mail changing their policy on staff hospital visits without negotiating this change with the CWU. Previously staff were allowed sufficient paid time off to attend hospital: now they are being forced to go to hospital in their own time which only serves to increase workers' worry and stress.
Dave Wilshire, Bristol and District CWU Branch Secretary, said:
"The overwhelming support for today's walkout at Bridgwater Delivery Office only confirms our belief that there is something radically wrong with the way this workplace is managed. Whilst this strike is first and foremost a decisive protest against an unfair suspension, the underlying and fundamental issues of breaking national agreements with the CWU and heavy-handed bullying managers must be addressed sooner or later: we would like to resolve this today." "


For further details contact Dave Wilshire on 07909 525 740
or Dave Chapple, Branch Chair on 0777 6304 276

To: Branches with ROMEC Members

 

Dear Colleague

 

Romec Pay 2012

 

The Union met with Romec management last Wednesday 11th July in Rathbone Place to see if we could find an acceptable solution to this year’s pay award. This followed exchanges of correspondence on this matter which had failed to provide a reasonable offer from Romec. We had previously made it clear to Romec in writing that the offer of 1.5% did not match the aspirations of our members or indeed the negotiators.

 

Branches will also be aware that this year’s pay deal was due from the 1st January 2012.

 

The meeting on Wednesday failed to provide an acceptable offer from Romec, in fact they refused to make any increase on their previous offer of 1.5% which had already been rejected in writing. Romec management were informed that their position was completely unacceptable and that the Union would inform its Branches and Field Officials of the serious situation we find ourselves in and to this end we will be communicating directly with our members.

 

The Union cannot be accused of being impatient over this matter the pay award is now overdue by 7 months. It is important that this information is shared with all of our Romec members who should also be made aware that unless there is an improved offer from Romec there is a strong possibility that we will need to ballot our members for Industrial Action.

 

Branches and Field Officials will of course be updated on any developments.

 

Any enquiries to Bob Gibson’s Office, quoting reference 120.12

Email address: hnutley@cwu.org

 

Any Engineering and Admin enquiries to Ray Ellis’ office, quoting reference 301

Email Address: djeffery@cwu.org

 

Yours sincerely                                                         Yours sincerely

                            

Bob Gibson                                                                            Peter Donaghy

Assistant Secretary                                                   Acting Assistant Secretary

 

Postal Policy Forum - Motion Results

 

JOB SECURITY

 

 

Motion

 

 

1

Add at end:-

 

After the word circumstances in paragraph 3.2, insert the words “and those who are currently on or are exceeding a temporary contract of two years will be offered a permanent contract”.

Northern Ireland Combined

 

Carried

3

Add at end:-

 

(paragraph 3.3) to ensure a coherent approach is adopted across the whole Postal Sector, the six monthly reviews will take place in the same months of each calendar year; the best months for this task to take place will be agreed by the national parties.

 

The Postal Executive is instructed accordingly.

Eastern No.6

 

Carried

5

Add at end:-

 

In order to achieve the 75/25 full-time to part-time split the Divisional Representatives will be provided with such details for their Division.  Also to be included is the number of permanent and temporary contracts for their Division.  These figures will be provided every 3 months.

 

Greater Manchester Amal 

Carried

6

3.6

 

Regular meetings to discuss local resourcing issues will identify whether a potential surplus staffing situation will arise.  At this point consultation between Royal Mail and the CWU about how to deal with any surplus will take place in line with the Managing the Surplus Framework Agreement.  Where it is jointly identified through this process that there is a need for a number of VRs, the provisions of MTSF will again apply and that this application cannot in its self be discriminatory whether on age, gender, sexual orientation race or disability. Where the numbers legally require it, a formal HR1 letter will be provided to CWU Headquarters and this will explain the reasons for proposed redundancies. The letter will also confirm that CWU reps are aware of the proposal and that discussions are taking place in line with the Industrial Relations Framework and other relevant national agreements.

South Central Postal

 

Carried

7

Insert prior a new paragraph prior to this job security.

 

There will be a formal review of this agreement at National level within 6 months of this agreement being introduced. The review will ensure that nationally the 75%/25% full time to part time ratio is being maintained across all offices which have introduced a Business Transformation revision. In addition, this review will ensure that Fixed Term Contracts have been given permanent contracts where they have exceeded 2 years and that Part Timers have also been given the opportunity to increase their hours in line with the principles set out in the document.

 

The outcome of this review including the details of the full time ratio will be published in the communications to managers and Representatives.

 

East London Postal

Northern/North West London

Mount Pleasant International

 

Carried

8

Add at end:-

 

except that the Postal Executive will negotiate an agreement to ensure that Royal Mail supply staff in post figures, containing the number of full-time and part-time posts in each unit to every postal branch on a monthly basis. The Postal Executive is instructed accordingly.

Bristol and District Amal

 

Carried

10

Except that the review process shall contain a robust reporting and monitoring mechanism between Branches, Divisions and HQ to ensure compliance with all aspects of the agreement, and to assist in any review.

 

Newcastle Amal

 

Carried



World Class Mail

 

 

3

Except that in Para 2.2 the Change Request Process is mentioned specifically after National Generic Trial and Deployment Framework.

 

London Postal Engineering

 

Carried

9

Except that the review process shall contain a robust reporting and monitoring mechanism between Branches, Divisions and HQ to ensure compliance with all aspects of the agreement, and to assist in any review.

Newcastle Amal

 

Carried

10

Except that:

 

The terminology used within WCM be revised to be more inclusive, and open.

 

The reliance on acronyms and other phrases; e.g. “Kaizan” and “5W+1H”, has been found to be confusing to lay members, leading to WCM appearing as the exclusive domain of management and selected individuals, leading to the exclusion of many members and activists.

 

The use of simple and plain English would make WCM more understandable and less distant to all.

Leicestershire Amal

 

Carried

 

 

 

 

 

 

11

 

 

 

 

 

 

Add at end

 

That each member will receive a letter direct to their home address which explains the procedure for reporting accidents and the individual’s right to have all accidents put in the accident book.  The letter will include the definition of an accident and the telephone number to report the accident to the DWP.

 

Greater Manchester Amal

 

 

 

 

 

 

 

Carried

 

  

 

ISSUE 7
JUNE 2012
Outdoor Secretary’s Introduction

This month saw Noel McClean leave Royal Mail and the CWU and move on to pastures new with
Bectu. Noel has acted as my substitute since 2003. We both came onto the Postal Executive in 2000
and worked together in Anglia before that when I was a Divisional Rep and Noel was an Area
Delivery Rep and part of the Anglia Delivery Reference Group. I have known Noel personally for
about 20 years and always found him to be diligent in his approach to Union work. He has served the
Union and its members exceptionally well through thick and thin and he will be sorely missed by the
Union and me personally. I am confident he will be a success in his new role and would like to place
on record my thanks to him for his contribution to the Union and in particular the Outdoor Dept. I am
sure that you along with his colleagues on the PEC will wish him well for the future and recognise his
significant contribution on your behalf.
Bob Gibson – CWU Assistant Secretary Outdoor
O u t d o o r E B u l l e t i n / I s s u e 7 / J u n e 2 0 1 2 Page 2
DELIVERY ISSUES UPDATE
Competition Update
TNT Post UK is now piloting a rival end-to-end (E2E) mail service offering
collection and delivery on behalf of a number of large-volume clients to a
concentrated area of addresses in West London. It raises the prospect of
competitors cherry-picking the profitable, high population-density routes
around the country whilst also being allowed to deliver fewer than 6 days a
week. This could potentially challenge the sustainability of the six day a
week Universal Service which Royal Mail must deliver. The loss of the 6
day USO will result in the loss of tens of thousands of Royal Mail jobs, that
is why we must defend it.
A rival end-to-end service based on mail posted by a relatively small
number of large-volume clients may benefit those few large mail users in
the short-term. Without adequate regulation, this will bring a long-term
disadvantage to ordinary UK business and consumer customers that send
modest amounts of mail. The Union is working with Royal Mail monitoring
the TNT Post UK pilot closely to understand its impact on our ability to
deliver the Universal Service.
It is important that our members understand the potential impact of this type
of competition and that we start to get the message across to the public and
small businesses. We have recently heard that they may now be looking to
move into SW London. They will look to cherry pick the large built up areas
to the detriment of urban and rural areas. This is not intended to be
scaremongering on the part of the Union but to make you all aware of the
dangers we face. You all have a role to play.
High Capacity Trolleys (HCT)
Following a number of complaints
into the Department and also via
the Voice we have raised the issue
with Royal Mail at national level. As
a consequence an
investigation/examination is taking
place particularly with regard to the
MK2 HCT. It has been established
that there are problems with the
front wheels including the tyres and
the securing bolt and front bearings.
It is clear that there is a general
manufacturing fault with many of
these trolleys and a process is
being put in place that requires the
trolleys to go through a quality
control process with Romec prior to
being released into the field. We are
also discussing procedures to deal
with the 1000 already in the field
and the level of support required to
maintain them in operational use.
Any problems with HCTs should be
raised with the Dept via your Local
/Area Representatives.
Drivers Seats Royal Mail Vehicles
We have received a number of queries regarding the state of some
drivers’ seats in Royal Mail vehicles and what procedure they use to
rectify the problem. The relevant extract from their response is
reproduced below.
“Our vehicle inspection routines are clear that defects should be
resolved and seats in particular are such that sub standard
repairs will not aid either our drivers, the operation or our
Service Centres – so we are taking steps to remove such
repairs.
Where a seat fails to correctly function it should be repaired –
be it either a worn out seat base, missing foam etc – we will
resolve these either during the vehicles inspection visit or
following the submission of a vehicle defect report.
We held a session on it at the last FSM meeting and
subsequently are in the process of issuing SC’s with guidance –
where seats are faulty we want them repaired, be it on a CDV or
a Motive Unit…………
FMS does not undertake cosmetic repairs on such vehicles –
Road Traffic Accident Procedure
Talks are continuing at
National level on the above
procedure. Progress has been
made with the intention of
concluding an agreement by
early July. It should also be
noted that the existing RTA
procedure continues to hold
the field until such time as a
new procedure is agreed and
has been communicated. Any
problems should be dealt with
via the IR Framework and the
Outdoor Dept notified as soon
as possible.
O u t d o o r E B u l l e t i n / I s s u e 7 / J u n e 2 0 1 2 Page 3
O u t d o o r E B u l l e t i n / I s s u e 7 / J u n e 2 0 1 2 Page 4
O u t d o o r E B u l l e t i n / I s s u e 7 / J u n e 2 0 1 2 Page 5
Q. I have heard that we are
getting a £100 increase to our
Christmas Bonus is it true?
A. There will be a £100 payment
in the next week or so and
thereafter there will be a £100
increase in the Christmas Bonus
for all eligible employees. This will
start from Christmas 2013.
Q. Is there a standard number of
what we call attendance calls
built into delivery routes?
A. Yes they are as follows
• 17 per 500 Delivery Points
for walking and cycle (4 of
the 17 deemed
unsuccessful)
• 18 per 500 Delivery Points
for HCT (4 deemed
unsuccessful)
• 20 per 500 Delivery Points
for Van / Shared van (5
deemed unsuccessful)
Q. My manager has said that the
Union has agreed something
called upper decile and that we
all have to achieve this?
A. We are currently in talks with
Royal Mail regarding the upper
decile and have carried out some
joint visits to Delivery Offices. At
the moment there is nothing
agreed and we have said we
cannot give a commitment to
something that clearly is not
understood by the Union or its
members and many managers for
that matter. Until we can agree
what it means and how it is
achieved we will not commit to it
and there is no requirement on
your part or your unit’s part either
until we have an agreement.
SPDO Update
As previously reported the Department is currently working with the CWU
SPDO Group to determine the current state of play between Royal Mail’s
database and the current CWU membership list on SPDO sites across the
country. Once this is finalised the next steps will be to produce a
questionnaire which will be circulated to Branches for a response.
Next month we are due to undertake a Training session with the Group
members on all issues affecting measurement and performance for SPDO
members.
Finally we hope to complete within the next few months a booklet
specifically for SPDO Members. Next month’s E –Bulletin will expand on
this issue.
http://www.cwu.org/scale-payment-delivery-offices-spdos.html
COLLECTIONS UPDATE
We continue to have regular meetings with Royal Mail discussing all
issues relating to Collections. The next meeting has been arranged
for Wednesday 4th July to discuss all issues affecting Collections.
We recently have agreed to Royal Mail extending the ongoing
Collection Monitoring to Edinburgh. At present we are currently in
dialogue on the exact locations and finer detail before this next
phase commences.
Next month’s edition will have more detail on the ongoing
Collections Revisions and the current roll out for Mandatory
Paperwork Collections which is due to go live w/c 6th August 2012.
In the meantime if anyone has issues on Collections please contact
the Department.
ROMEC CLEANERS’ UPDATE
We have now formally responded to Romec’s offer of 1.5%
with a firm rejection. A pay meeting is now scheduled for the
11th July in Rathbone Place and an update will be provided to
Branches following that meeting. It remains our intention to
conclude a deal that takes full account of the fact that this
year’s pay takes effect from January.
We will be communicating directly with all of our cleaning
members very soon.
It should also be noted that Peter Keenlyside has taken over
PEC responsibility for cleaners’ issues following the departure
of Noel McClean.
This month’s
frequently asked
questions?

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Royal Mail & CWU Guidance

Setting the Indoor Performance for Delivery Offices

Version 2 June 2012

 


 

Setting the indoor performance for Delivery Offices

 

Purpose

 

This paper sets out the approach to determine the level of indoor performance for delivery offices during the planning stage of revision activity and thereafter to ensure that the indoor workplan can be achieved and quality of service is maintained or improved. 

 

 

Current Performance

 

Ensure that the Indoor Workload Tool (IWT) set up data is correct and that traffic and hours data are accurate and have been input correctly. All hours worked must be accurately captured. If hours are being lapsed from the prep and IPS work hours then these need to be captured in order to ensure that only the hours used in these two work areas are input to IWT. Failure to do either of these this will lead to inaccurate reporting of hours and performance in IWT.  It is essential that the work hours are correctly recorded against inward sorting and preparation to determine an accurate performance figure for the two main elements of indoor work. The current performance and actual hours used should be the start point in determining any potential indoor efficiency opportunity. (See Annex A)

 

 

Revision Planning

 

When a delivery revision is being undertaken the potential indoor efficiency opportunity will be jointly identified at phase 2 of the revision process using the IWT. All units should plan on the basis of improving or at least maintaining their current performance and should aim to set performance at an achievable level so as to not compromise service standards and the indoor workplan

 

When a potential opportunity is identified at phase 2 then there may be some situations where it may not be possible to realise all of this opportunity in one go especially if there is a significant gap between current performance and the opportunity jointly identified using IWT. Where this is agreed to be the case then discussions should take place between the unit manager and the unit CWU rep to agree what proportion of the potential opportunity can be realised in the revision.  Once an indoor opportunity has been agreed then the new duty set will be created using the resultant indoor IPS and Prep hours. These agreed indoor hours will form the baseline for the indoor revision and the indoor target performance in IWT will be set to align to these hours.

 

 

 

 

Weekly Resourcing Meetings

 

Once you have agreed the indoor performance for your office based on your model week it is important that this is maintained following deployment. The weekly resourcing meeting is an essential part of ensuring that the expected levels of performance are maintained.  To support an effective weekly resourcing meeting an indoor hours forecast should be calculated using the traffic forecasting tool

If the forecast indoor work hours requirement is greater than the indoor hours deployed in the revision based on the model week then there will be a need to flex up the resource level in order to achieve workplan. Conversely, if the predicted work hours based on the traffic forecast are less, then there will be a need, where opportunities exist, to lapse hours in order to maintain the agreed level of performance.

 

 

Ongoing Maintenance & Review

 

It is important that indoor workload is kept under review against the model week and that effective weekly resourcing meetings are taking place to maintain agreed indoor efficiency levels. If traffic volumes change (all streams) significantly then this should trigger a formal joint review.

 

All of the above should be carried out in line with the nationally agreed delivery revision process contained in the Business Transformation Agreement, with any operational issues that cannot be resolved locally being progressed through the IR Framework in the normal way.

 

Any enquiries in relation to this joint statement should be referred to the signatories.

 

 

                         

Rob Jenson                                Bob Gibson

Collection & Delivery Director            Assistant Secretary - Outdoor

Royal Mail                                  CWU

 

 

Date 8th June 2012                        Date 8th June 2012.

 

 

 

 

 

 

 

Annex A

ESTABLISHING CURRENT INDOOR PERFORMANCE IN DELIVERY OFFICES 

 

Introduction

 

This annex is designed to support the “Royal Mail & CWU Guidance setting the Indoor Performance for Delivery Offices version 1 February 2012” (8th Feb) and clarify the process for establishing current performance referred to in the paragraph headed “Current Performance”.

 

The basis of this annex is to provide a clear understanding of what the real performance in the unit is, and to ensure that any issues with hours or traffic identified during the reference period have been understood and corrected where necessary.

 

Process

 

At phase one of the revision process both parties will establish the current average performance for the unit going back up to 12 weeks, excluding  bank holiday weeks and periods of high or low traffic e.g.  July/August (low) and November & December (high). The data to be used for the agreed reference period will include pressure and lapsed hours. These averages will then be input into IWT to provide a starting point for establishing the current performance.

 

However, when establishing the current performance and any improvement opportunity for the unit it is jointly recognised that there are other influencing factors that will need to be brought into consideration to ensure that the performance figure is a true representation of the actual performance for the unit.

 

These influencing factors include

 

  • All indoor hours actually performed but not accurately credited (e.g. any indoor hours worked  that  have not  been scheduled in the workplan)
  • Was workplan complied with and if not what was the impact on performance?

 

As a result of considering the above, the performance figure may increase, decrease or even stay the same.

 

At this point units will have jointly determined their current performance and this will enable them to scope any potential efficiency improvement that will provide the final agreed performance figure for revision planning

 

CWU Representatives Revision Phases Checklist Version 4

Phase 0 – Up to 2 months before start of Phase 1

  • Check ACF’s and Reported Traffic

 8. Confirm Vacancies & Copy of current TM1

  • Is A-Plus being updated – MIM report

 9. Sample Attendance Call count on current routes

  • Check current IWT–Hrs balance with RCS

 10. Confirm SPDO’s not part of IWT

  • Received basic  Revision training

11. Have RM got Pre-determined  savings targets

  • Check RCS – Mini Duty Builder

12. Agree Model Traffic Week

  • Establish Delivery Methods for Revision

13. Confirm RM will use Traffic Forecast tool post revision to resource indoor hours above model week

  • Agree hours for  Indoor Work Methods  if introducing at Phase 1/2

14. Agree CWU Facility time for the entire revision process

Phase 1

             Phase 2

  • Confirm all Data to be used in revision is up to date

 1. Mapping Verification check with staff

  • Establish Joint Objectives

 2. Agree Outdoor Span

  • Agree Current State

 3. Make sure Geo-Route has been updated

  • Agree Structure from Menu of Options

 4. Get Updated copy of MIM report

  • Agree how indoor methods will work in DO

 5 Review leave / sick reserve level

  • Get ASR to oversee Revision H&S issues

 6. Agree Call Rate and D2D add on

  • Agree BSI /  Performance for IWT

 7. Identify level of Unmeasured work

  • Agree IWT

 

        9.    Agree outputs of Attendance Call sampling

 

Phase 3

             Phase 4

1.    Optimise - review optimised routes with staff

 1 Agree duties with RM

2.    Check manual interventions documented in MIRA

 2. Assist planner in populating Duty Builder and agree final completed Duty Builder including MIRA

3.    Check new Pouch drop points & Travel times

 3.  Make sure TM1 matches Duty Builder

4.    Review Parking places within Loops

 4  Check agreed IWT & Geo-Route hours in Duty Builder are those that you agreed

5.    Use Post Optimisation Review Document as necessary

 5. Contact ASR to check all revision H&S issues have been dealt with and actioned

6.   Agree new routes with RM

7.   Identify Toilet stops in new routes

 6. Ballot members on Revision

 

7. DOM and CWU Rep to complete Phase 4 Model Agreement and send or upload to their respective headquarters, which includes agreeing pay date(s) for £200 / £600 to be paid and paperwork submitted. Also includes timing of resign - in line with national agreements.

Phase 5

             Phase 6

  1.     Identify Training Issues

 1. PIR Weekly, Monthly, Final after 12 weeks

  2.    Check new Office Layout

 2. Make any changes as necessary

  3.    Check frame configurations are agreed before 

          change in office layout

 3. Confirm remaining W/S lump sum £200 to be paid after 6 weeks unless revision is phased

  4.   Agree hours for learning curve

 4. Confirm new IWT has been populated after

      4-6 weeks of revision deployment

  5.   Deploy revision

 5. Confirm to ADR weekly resourcing meetings are taking place

 

 6. Confirm to ADR Traffic Forecasting tool is being utilised to identify +/- hours for resourcing                      

Phase 1 - items 3 and

 

Colleagueshare/New Incentive Arrangements – Royal Mail/CWU National Joint Statement

 

All Postal Branches will be aware that the Union has been engaged in national talks with the Royal Mail Group, in an attempt to retrieve something for our members from the Colleagueshare debacle.

 

The background to these talks was the company’s announcement, back in early 2011, that the remaining elements of Colleagueshare were effectively worthless.  The company has now confirmed that the Scheme has concluded with a final nil valuation.  This means, for eligible employees, no further payments are due and the share certificates previously issued have no value.

 

When the original Royal Mail Group announcement was made in early 2011, the company provided the Union with all relevant information on the nil valuation and explained why this was unlikely to change in the future.

 

At that time the Postal Executive recognised that whilst there was nothing we could do about the rules of the scheme, we should nevertheless pursue alternative remuneration arrangements for our members.  The position adopted by the Union was communicated to Branches and members and there have been a number of updates in the intervening period.

 

At various points, what has made these talks very difficult has been the financial position of the company, scrutiny from Government and Europe on company performance in light of State Aid, but above all the fact that Colleagueshare was an agreement between the Government and the company – not the Union.  As such, the scheme was underwritten by very strict legal and valuation criteria that cannot be changed.

 

In February 2012, there was a positive development when Royal Mail committed to revisit Colleagueshare as part of the agreed three phase agenda for major national talks.  Subsequently, the Union has continued to pursue this matter vigorously and we are pleased to report that the attached National Joint Statement has now been agreed.  The salient points are as follows:-

 

  • The Royal Mail Group has accepted that there will now be a further and final independent validation of both the legal and financial aspects of the Colleagueshare Scheme.  Importantly, it has also been agreed that the output from this piece of work will be shared with all employees.
  • The Union has secured ongoing alternative remuneration payments for CWU represented grades within the Royal Mail Group, alongside a commitment to introduce new incentive arrangements, linked to developing the competitive position of the company. 

 

  • The new incentive arrangements will include, as a minimum, an ongoing payment of £100 per year for each full time employee (pro rata part time), with the potential for additional payments linked to performance.
  • In June 2012, each Royal Mail Group employee will receive the initial lead in £100 bonus payment (pro rata part time).  This is also linked to current business performance.
  • From 2013 onwards, for the Royal Mail OPG grade, the underpinning £100 will be paid as an additional and ongoing increase to the existing Christmas bonus.  For all other Royal Mail Grades and Parcelforce Worldwide employees, the principle of the ongoing £100 payment is secured and will be paid in either December of each year, or through other tailored arrangements if both parties agree.
  • Royal Mail Group has confirmed that these new arrangements do not replace any existing productivity schemes or monies arising from those schemes.

 

Given all the circumstances surrounding Colleagueshare, particularly the legal nature of the agreement that governs the rules of the scheme, we believe that CWU Branches will recognise the Union’s efforts have secured a better than expected outcome for our members.  Furthermore, the Union can legitimately claim to have taken the right position on Colleagueshare throughout. 

 

Firstly, we secured a £1,000 for each Royal Mail Group employee (including at that time Post Office Limited), which would have otherwise been lost.  Secondly, we have now been successful in securing a payment that has genuine ongoing value to the overall pay package of CWU represented grades.  From 2013 onwards, the payment of this £100 as an ongoing increase to the current OPG grade Christmas bonus will be very much welcomed by CWU members.  Similarly, other Royal Mail Group employees who currently do not receive a Christmas bonus, now have the opportunity for the ongoing £100 to be paid in December of each year.  Also, the commitment to introduce new incentive arrangements will provide a further opportunity for additional payments linked to performance.  Finally, CWU members deserve a fuller explanation of what happened to Colleagueshare and the Union has now ensured this will happen in an open and transparent way for all employees following the independent validation.

 

It should be noted that the terms of the Joint Statement do not apply to Post Office Limited employees following the recent separation of the business.  The Postal Executive has agreed to pursue this matter directly with Post Office Limited and discussions are underway that will be subject to a further report in due course.

 

It is important that Branches and representatives convey to our members in the workplace the terms of the National Joint Statement and the background to the overall Colleagueshare situation as reported in this LTB.  It will be our intention to write to our members in due course.

 

Any enquiries on the above should be addressed to the DGS (P) Department.

 

Yours sincerely

 

Dave Ward

Deputy General Secretary (P)


New Incentive Arrangements – A Joint Statement between Royal Mail and CWU

 

In early 2011 Royal Mail advised employees that the remaining ColleagueShare incentive plan, as independently calculated, had returned a nil valuation. This has remained the case in 2012.  Over the period of the scheme it paid out £1600 per full time employee and a further £1000 was converted into alternative incentive arrangements and payments.

 

Royal Mail has agreed to share with CWU all the relevant information to enable a further independent validation of the legal and financial aspects of the scheme. The intention is to share the output of this work with employees.

 

Given that the scheme has now concluded, Royal Mail and CWU have discussed and agreed an alternative approach that will provide employees with a further incentive linked to developing the competitive position of the company.

 

  • New scheme arrangements will be developed for CWU represented grades across Royal Mail, including Parcelforce Worldwide. This will not replace any existing productivity schemes or payments arising from those schemes.  The new arrangements will include, as a minimum, an ongoing payment of £100 a year for each fulltime employee, with the potential for additional payments linked to performance.   These payments will be pro-rata for part timers.
  •  
  • The initial lead in bonus payment of £100 will be made to each employee in CWU represented grades, linked to business profit performance and continuing support for modernisation in 2011/12. This will be paid in June 2012, pro-rata for part timers.
  •  

From 2013 onwards, in Royal Mail the underpinning £100 payment will be paid as an ongoing increase to the current Christmas bonus.  For those CWU represented grades in Royal Mail and Parcelforce Worldwide who do not receive the Christmas bonus, the following will apply: they will either receive the ongoing £100 as a payment in December of each year, or alternatively both parties can agree separate arrangements for this ongoing payment.

 

  • The full details of the new scheme arrangements will be concluded as part of the forthcoming discussions due to commence on 2013/14 pay and other phase 3 talks.

 

 

 

IMPORTANT

Colleagues,

Dangerous Dogs - Defra Consultation - IMPORTANT

The Health, Safety & Environment Department will be submitting a detailed response to the above Consultation. However there is a serious concern that the Coalition Government may 'play the numbers game'. I therefore need your co-operation and assistance as we need to get a very important message out ASAP:

Attention:

Defra Consultation on Dangerous Dogs Legislation Review.

CWU National Health and Safety Officer Dave Joyce who has been spearheading the CWU's 'Bite-Back' Campaign has appealed to all Reps, Members, dog bite victims, friends, family and colleagues to respond in writing to the above consultation and Dave says "Don't forget to get as many of your colleagues, friends and family to respond to the Defra Consultation which closes this month. They need to write a short simple letter stating they support:

(a) extending the Law to private property both inside and outside of the premises in order to close the loophole whereby 70% of attacks on Postal Workers take place on private property where Owners are immune from prosecution

(b) Compulsory Microchipping of all dogs within a year of the new Legislation being introduced in order to better trace owners and link them to the dog should there be an attack.

(c) That the government needs to introduce Dog Control Notices as a preventative tool for Police Officers and Dog Wardens to deal with menacing dogs before attacks take place.

(d)That the government introduce compulsory third party insurance or alternative suitable injury compensation arrangements, higher criminal compensation orders and that the Ministry of Justice must not abolish Criminal Injuries Compensation Scheme (CICS) payments for Dog Attack victims in cases of irresponsible ownership.

Send your letters To:-

Defra

Dangerous Dogs Team
Animal Welfare
Area 8B,

9 Millbank
c/o 17 Smith Square
London
SW1P 3JR

Alternatively or additionally you can complete the on-line survey up to mid-night on 15th June at: www.surveymonkey.com/s/dogsconsultation2012.

(Responses should be sent in ASAP but by the End of June at the latest)

Yours Sincerely

Dave Joyce

National Health, Safety & Environment Officer

National Talks - Outstanding Phase 2 Issues

 

In addition to the new agreements reached with Royal Mail that we reported and circulated in an LTB earlier today, significant progress has been made on all outstanding Phase 2 national talks.

 

The current situation is as follows:-

 

ColleagueShare – A proposal has been agreed in principle that includes the opportunity for a final independent audit of the legal and financial aspects of the scheme.  Furthermore, we have secured a separate remuneration payment for eligible Royal Mail Group members and a commitment to develop new productivity schemes as part of our immediate Phase 3 talks.  The detail of this proposal is now being drawn up as a National Joint Statement and we hope to be in a position to publish an overall agreement in the very near future.  The Union will need to pursue this matter separately with POL.

 

Pace of Change/Delivery of BT Benefits – A firm proposal is now on the table and we hope to conclude an agreement on this in the very near future. 

 

Outstanding Pay Related Issues (Professional Drivers in Delivery) - A firm proposal is now on the table and we hope to conclude an agreement on this in the very near future.

 

The Postal Executive will be considering the aforementioned further following meetings with Royal Mail due to take place next week.  Further information will be sent out in due course.

 

Any enquiries on the above should be addressed to the DGS (P) Dept.

 

Yours sincerely

 

 

Dave Ward

Deputy General Secretary (P)

 

Outdoor Department
Monthly E-Bulletin
For CWU members working in Royal Mail Deliveries,
Collections, SPDOs and ROMEC Cleaners
ISSUE 6
MAY 2012

Outdoor Secretary’s Introduction
Members may be aware that TNT is now delivering mail on the streets of London as part of a
90 day trial. This is a serious cause for concern for the Union and our members as well as
Royal Mail. Reports so far indicate that this is being carried out by predominantly part time
staff and that mails integrity is not being observed as well as it should. It is difficult to report on
many of the things that have come to light so far but it would be fair to say that the service
provided is not what it should be and does not match that of our members. However it is
important that issues that have come to light are reported in a professional way to Ofcom and
the Government Minister to make sure they are aware of the shortcomings in the service
being provided. Meetings have taken place with the Government Minister and we are working
closely with Royal Mail to identify problems with the TNT service and to protect our members’
jobs in the longer term.
Bob Gibson – CWU Assistant Secretary Outdoor
O u t d o o r E B u l l e t i n / I s s u e 6 / M a y 2 0 1 2
Page 2
DELIVERY ISSUES UPDATE
Positional Data Capture - Update
In our February bulletin we reported that Royal Mail wanted to
develop a new product called Positional Data Capture (PDC). This
involves assigning an exact location to every address point in the
country by using volunteers from Delivery Offices. Since then, we
have successfully negotiated deployment guidelines that cover the
way this is going to be done. The guidelines include how the
volunteers will be selected, the training they’ll receive, what work
they’ll perform and how the work they would normally do will be
covered. The project is being funded centrally so there will be no
extra cost to the DO’s involved.
The project is due to start in Anglia in early July and all the Area Reps
are due to be briefed and shown how the system used to capture the
data works. It will then be rolled out to the rest of the country in
September. The CWU will be involved at every stage and as well as
dealing with any immediate problems we will be sitting down with
the business to see if anything can be learnt from Anglia before it
goes nationwide.
Spring Bank Holiday & Queen’s
Diamond Jubilee - Monday 4th &
Tuesday 5th June 2012
Following recent enquiries we
have received confirmation from
Royal Mail that Monday 4th June
2012 and Tuesday 5th June 2012
will both be treated as Bank
Holidays and normal Bank Holiday
arrangements will apply on both
days.
Recent queries in to the Outdoor
Department regarding these dates
indicated that in some areas
people were being told locally that
they would be non service days.
This is untrue both days are Bank
Holidays.
This should be forming part of
your discussions at Weekly
Resourcing Meetings to make sure
that adequate resource has been
planned during the week.
Business Transformation – Delivery Revision Update
We are currently in discussions with Royal Mail regarding the
delivery of the reward and benefits contained in the BT 2010
Agreement being delivered on time. Our initial discussions have
identified a number of units that are planned to complete their
revisions outside of the timescales contained in the agreement
and we are looking at options to bring these units back within
the timescales. This also involves working up scenarios for
various random units to see what the potential impact could be
if we took a different approach to some of the revisions that are
still due. These talks are covering the payments of the lump
sums and the SWW and also the minimum Saturdays off
scenario. It is obvious that the Union and Royal Mail face a
major task in bringing all of this about on time but we [CWU]
remain fairly confident that we can come up with and agree an
approach that achieves all of the above.
We will be keeping Branches and Representatives informed of
developments as they occur.
Road Traffic Accident Procedure –
Update
Following recent meetings with
Royal Mail on changes to the
current RTA Procedure, we have yet
to reach an agreement.
Talks are ongoing regarding all
aspects of driving within Royal Mail
and depending on developments in
due course it may be relevant to
update Branches via an LTB.
In the meantime without a new
agreement, we would advise
Branches and Representatives that
they need to make sure the current
National Agreement is used when
dealing with Road Traffic Accidents.
O u t d o o r E B u l l e t i n / I s s u e 6 / M a y 2 0 1 2
Page 3
O u t d o o r E B u l l e t i n / I s s u e 6 / M a y 2 0 1 2
Page 4
O u t d o o r E B u l l e t i n / I s s u e 6 / M a y 2 0 1 2
Page 5
Q. I believe at Conference we
were told that the current
revision checklist would be
updated, is there any news
on this?
A. Discussions have taken
place and we are very close to
agreeing a revised revision
checklist which will be
circulated within the next week
or so.
Q. I work in a Delivery Office,
is there any further updates
in relation to an agreement to
perform minor repairs, as my
manager has said there is?
A. There is NO agreement for
any OPG grades to carry out
minor repairs, as per the
instructions contained within
LTBs 231/12 and 304/12.
Drivers should not be
performing this role as we have
ongoing safety and reward
issues to resolve.
Q. I am a Rep in a Delivery
Office and have heard that
the span indicator has been
done away with. Is this
correct?
A. You have heard correctly.
The span indicator has been
done away with and is now
obsolete so it should not be
used in the construction of any
delivery duties.
SPDO Update
Following on from previous meetings with Royal Mail, the
Department is now working through information gathered on what
they believe to be the current listing of SPDOs across the UK.
Once this exercise has been completed we will be using this
information to perform a survey to each of our SPDO offices to make
sure they have received benefits from the BT 2010 Agreement which
Royal Mail state they have.
Following the latest meeting of the SPDO group news and the
outputs of the meeting can be found on the CWU website link
below.
http://www.cwu.org/scale-payment-delivery-offices-spdos.html
COLLECTIONS UPDATE
Further to last month’s update, the Department has issued LTB
358/12 regarding Mandatory Paperwork Collections (MPC).
Contained within that was the planned roll out of training in
advance of the planned deployment date of 6th August 2012. We are
aware that there was some information missing and we have
requested this from Royal Mail, as soon as the Department has this
a further LTB will be issued.
We have now been able to publish the Collection Revisions
timetable which we have received from Royal Mail and that has
been sent to Branches via LTB 383/12. This contains information on
the scale of the revision for each office, proposed forecast for
deployment and exactly what phase of the revision process offices
are currently at.
On the ongoing trial of the Postbox Monitoring taking place in
Stirling we hope to be given a full presentation at next month’s
National SI Meeting and an update will then be in next month’s
edition.
ROMEC CLEANERS’ UPDATE
We have now received a formal response from Romec
regarding the Cleaners’ pay deal for 2012.
We are currently consulting with the CWU Romec Regional
Cleaning Reps and it is our intention to write directly to all of
our cleaning members updating them on the current position
as soon as possible. We are hoping to do this within the next 2
weeks.
This month’s
frequently asked
questions?
O u t d o o r E B u l l e t i n / I s s u e 6 / M a y 2 0 1 2
Page 6
OUTDOOR DEPARTMENT CONTACT DETAILS
Bob Gibson—Assistant Secretary Outdoor
Email: bgibson@cwu.org
Phone: 0208 971 7276
Steve Fishwick—Policy Assistant
Email: sfishwick@cwu.org
Phone: 0208 971 7226
Hayley Nutley—Senior Secretary
Email: hnutley@cwu.org
Phone: 0208 971 7276
Marrissa Stewart – Secretary Support
Email: outdoorsecretary@cwu.org
Phone: 0208 971 7341
Noel McClean—Officer Substitute / PEC
Email: nmcclean@cwu.org
Phone: 0208 971 7506
Mark Baulch—NEC / PEC Member
Email: mbaulch@cwu.org
Phone: 0208 971 7415
Pete Keenlyside—NEC / PEC Member
Email: pkeenlyside@cwu.org
Phone: 0208 971 7596
Tony Bouch—PEC Member
Email: tbouch@cwu.org
Phone: 0208 971 7413
You can sign up to receive the Outdoor Department Monthly E-Bulletin by
providing your name, membership number, workplace and

Delivery Revisions - Model V2

        Delivery Programme

Revision Agreement: Phase 4 Sign Off

 


REGION

 

UNIT NAME

 

DATE

 

 

PURPOSE

This is an agreement between the Local CWU rep and Delivery Office Manager. It concludes the planning /revision to be deployed under the six phase revision process as per the Business Transformation 2010 agreement

SUMMARY

  • The whole process has been jointly concluded fully utilising  the agreed delivery planning/revision tools – IWT, Geo route, Duty Builder including supporting documentation (Establishing Call Rate, Post Optimisation Review, Manual Interventions) and all national joint statements -  Model week guidance and Setting the Indoor Performance for Delivery Offices.

 

  • The CWU Rep has been provided with sufficient release to be fully involved in the whole process from start to finish including data gathering and validating the outputs of the revisions tools.

 

  • The Six phase revision process including the zero phase has been followed in full with the CWU rep fully involved at all phases.

 

  • The revision involves the full introduction of Delivery Methods which will be mandatory for all routes including the removal of private cars on delivery. This also includes provision for employees covered by the Equality Act (2010).

 

  • All Health and Safety issues/standards including those contained in Indoor Work Methods have been fully addressed both indoor and outdoor.

 

  • All the necessary training for the changes both indoor and outdoor including PDA’s has been planned for and will be provided before the relevant deployment date.

 

  • The agreed model week reference period for the revision planning is week…………… date………………..

      This reflects the expectations of the unit’s employees in a way that is efficient but at the same time

      Reliable.

 

  • The Indoor Performance has been agreed as ……… for IPS and ………..for Prep giving an overall indoor performance of …….. This provides the baseline for the indoor revision and the indoor target performance in IWT has been set to align to these hours.

 

  • Weekly resourcing meetings will take place at ………….am/pm on ……………… of every week to ensure that the agreed level of performance will be maintained. To support this, the nationally agreed documentation will be used and an indoor hours forecast will be calculated using the traffic forecasting tool.  The appropriate pre-scheduled release will be provided for the local CWU Rep to ensure that the meetings take place and they are able to fully participate.

 

  • Full details of the changes to hourage and staffing are contained in Appendix 1 (TM1 dated ………..).  The new work hours will be ………………

 

  • Details of duty structures are listed at appendix 2 and include a list of FT: PT duties, Number of deliver routes and delivery points, SA’s, attendance patterns, days off arrangements, meal reliefs, and Saturday attendances including number of Sats off. This should also include the baseline traffic used for the revision (Model Week Traffic)

 

  • All Walk Logs have been updated and contain all relevant information.

 

  • A full office resign (excluding specialist duties) will be completed either prior to or after deployment as agreed locally. The revision will be deployed on ……………………. in the following phases where agreed:

      Phase 1 ……………… (Date)      Phase 2………………. (Date)

 

  • This revision is classed as a …………………… revision and qualifies the unit for the following Lump sum payment(s): ……………………….. which will be paid on…………………………….Date(s) including SPDO’s where applicable. Note: A Walk Sequencing revision includes the SWW

 

  • The Phase 6 PIR will be carried out with full CWU involvement and will commence on……………Date.

 

  • Any specified local arrangements not covered in the Model Agreement should be attached as appendix 3

 

Delivery Office Manager

Name

 

Signature

 

Date

 

 

CWU Delivery Rep

Name

 

Signature

 

Date

 

 

CWU ASR

Name

 

Signature

 

Date

 

Appendixes

  1. TM1 dated ………………….
  2. Duty Structures etc
  3. Any Specific Local Arrangements

 

 

Spring Bank Holiday & Queen’s Diamond Jubilee - Monday 4th & Tuesday 5th June 2012

 

Following recent enquiries we have received confirmation from Royal Mail that Monday 4th June 2012 and Tuesday 5th June 2012 will both be treated as Bank Holidays and normal Bank Holiday arrangements will apply on both days.

 

Recent queries in to the Outdoor Department regarding these dates indicated that in some areas people were being told locally that they would be non service days. This is untrue both days are Bank Holidays.

 

Any enquiries to Bob Gibson’s Office, quoting reference 445.05

Email address: hnutley@cwu.org

 

 

Yours sincerely

 

Bob Gibson

CWU Assistant Secretary

 

Scheduled Attendance Holiday Payments 2012/13

 

Further to LTB 106/12 published to Branches on the 14th February 2012, a number of enquiries have been received regarding the payment structure detailed in paragraph 4 of the Pay Directive.  On checking the version of the Pay Directive that was submitted to Headquarters by Royal Mail we have identified a typographical error which has caused some confusion over the payment structure.

 

An amended version of the Pay Directive is attached for information.  CWU HQ regrets any confusion this may have caused Branches and our members.

 

Any enquiries should be referred to the DGS (P) Department.

 

Yours sincerely

 

 

Dave Ward

Deputy General Secretary (P)

 


                                                                                    12 April 2012

 

 

 

 

SCHEDULED ATTENDANCE HOLIDAY PAYMENTS 2012 – 2013

 

1)     As previously agreed with CWU, for the annual holiday year commencing April 2012, two payments of Scheduled Attendance Holiday Pay, each equivalent to 2 weeks worth, will be made to employees within the Single Operational grade (OPG & ORR), the Operational Support Grade (OSG), Mail Screener, MDEC Keyer within Royal Mail Letters.  No payment will be made to reserved rights Weekend Only workers (OPW/ORW) who are not entitled to SA payments.

 

2)        As previously agreed with CWU and following the practice for the 2010/2011 SA holiday payment, the divisor will remain at 48 weeks.

 

3)     The purpose of the SA holiday payment is to ensure that employees who regularly work SA receive some earnings support to cover their main paid annual holidays.

 

4)     To save undue administration; payments will be automatically made as non-pensionable lump sums to those employees who were in service in a relevant grade at the start of the Annual Holiday Year and are still in service in a relevant grade when payment is made.

 

 

              Payment 1   - 2 weeks worth on 18th May 2012

 

              Payment 2   - 2 weeks worth on 10th August 2012

 

5)     Payment will be based on the weekly average SA (weekday and Sunday) worked during the previous Annual Holiday Year (April 2011 – March 2012) but paid at the current SA cash rate when actually paid.  This ensures that the payments reflect the weekly variations in SA worked, including the additional time prior to Christmas.

 

Subject to: -

 

a) The total for each week being no more than the National Limit averaged across any rotational cycle.

 

b) The average for employees with less than the maximum length of service for the reference period prior to the commencement of the current Annual Holiday Year being calculated on the actual number of weeks of service up to the end of the prior Annual Holiday Year.

 

c) Employees joining an eligible grade during the current Annual Holiday Year not being eligible for a payment till the following Annual Holiday Year.

 

6)     This is NOT a savings scheme with money earned in one year payable in the following one.  Prior year data is used to estimate the SA that will be worked during the current year.  Employees leaving service or a relevant grade prior to the end of the Current Annual Holiday Year (the 12 months April - March) will have their entitlement to the SA payment scaled back to reflect their reduced service within the Current Annual Holiday Year. 

 

For employees due to retire, this should be calculated when the final year’s payment is made. 

 

For employees leaving service, any overpayment will be automatically recovered from the outstanding pay upon leaving.

 

In line with normal business practice, no payment will be due to employees leaving service prior to the SA Holiday Payment being made other than by way of retirement due to age, ill health or redundancy.  In these limited circumstances a pro rata payment will be made according to the length of service in the current annual holiday year.

 

7)     To qualify for payment the SA must have been performed in accordance with the National Rules which includes the individual employee completing a formal agreement detailing the SA to be worked and will be capped at the National Maximum.

 

  • Employees on temporary promotion / substitution into a non eligible grade when payment is made will only receive a proportionate payment for the period they were in an eligible grade if and when they permanently revert to an eligible grade within the Current Annual Holiday Year.
  •  
  • Employees within RM Letters Network terms will continue to operate their existing SA Holiday scheme i.e. they will be exempt from the terms of this directive, and will continue to submit authorized HR16’s for their first 4 weeks of holiday.

 

10)    All policy queries should initially be flagged to the HR Services Contact Centre (5456 7100 / 0845 6060603), or emailed to HRSC Enquiries Pay.  The Contact Centre will flag more complex queries through the escalation process. Technical payroll enquiries should be directed to HR Support.

 

 

CHANGES IN EMPLOYMENT TRIBUNAL PROCEDURES  Further to LTB/176/2012. The following changes have now come into force as a result of changes to the legislation commencing the 6th April 2012. ALL UNFAIR DISMISSAL CLAIMS NOT LINKED TO DISCRIMINATION OR OTHER COMPLAINTS REQUIRING A FULL TRIBUNAL  Claims for unfair dismissal will now be heard by Judges sitting alone.  This applies whether or not there are also claims for payment of wages, notice pay, holiday pay, redundancy or sick pay, but not if there are also discrimination claims based on a detriment suffered on some other protected basis.  A single Judge will hear the unfair dismissal case unless you are specifically notified otherwise after the 6th April 2012. THE FOLLOWING CHANGES APPLY TO ALL EMPLOYMENT TRIBUNAL APPLICATIONS Fees: The proposal to introduce charges in the Employment Tribunals and Employment Appeal Tribunal is still be considered by the government.  The formal consultation closed on the 6th March 2012 and we are now awaiting the government’s response.  For the time being it is still free to submit a claim. Deposit Orders:  The amount a Tribunal can now order a Claimant to deposit up to £1000 if he or she wishes to proceed with a case which the judge regards as having little reasonable prospects of success.  Prior to 6th April 2012 maximum amount was £500. Witness Statements:  Witness statements will now be taken as read i.e. the witness will not have to read them aloud at the Tribunal – unless the judge directs otherwise. Costs:  The Tribunal can now order a party to pay up to £20,000 (an increase from £10,000) if the party has behaved vexatiously, disruptively or abusively, etc.  A paying party can also now be required to pay a witness in respect of some or all of that witness’s expenses incurred in attending the Tribunal. NB : The above changes do not apply in Northern Ireland/Isle of Man and Channel Islands. Further reports will be given to Branches detailing future changes.  Up to date information will be published on the Legal Services website on our return from Annual Conference. 

 

  

 

 If you have any enquiries regarding the above then please do not hesitate to contact Tony Rupa, Head of Legal Services, Communication Workers Union, 150 The Broadway, Wimbledon, London, SW19 1RX.  Email trupa@cwu.org    Yours sincerely       Tony RupaHEAD OF LEGAL SERVICES     

 

 

RE: BUSINESS TRANSFORMATION PAY RELATED ISSUES - AREA DISTRIBUTION/COLLECTION EMPLOYEES IN MAIL CENTRES.

 

We can now confirm that outstanding issues relating to lump sum payments for Area Distribution and Collection Employees in Mail Centres have been concluded on the following basis.

 

Those units, who did not deploy the 2010/11 revision, will have the £200 linked to that revision amalgamated with the lump sum payment of £400 due on successful deployment of the 2011/12 revision.  Where the 2011/12 revision has already been successfully deployed, Royal Mail is making arrangements to pay the outstanding £200 as soon as possible.

 

In cases where a revision has not been deployed in either 2010/11 and/or 2011/12 the outstanding lump sums will be amalgamated and paid on the successful deployment of the 2012/13 revision.

 

Where units have not deployed the 2011/12 revision, the Shorter Working Week or 2% pay award, which ever is appropriate, will be triggered at the same time as the deployment of the 2012/13 revision.

It is important that CWU representatives use the terms of this LTB to move forward any outstanding lump sum payment issues in their location.

 

Discussions are continuing on other pay related issues, including professional drivers in delivery.  Further information will be reported in due course.  Any enquiries regarding the content of the LTB should be addressed to the DGS (P) Department.

 

Yours sincerely

 

 

Dave Ward

Deputy General Secretary (P)

 

Dear Colleagues

 

CWU 'Bite-Back' Campaign, No 10 Downing St Petition & Sign-Up Campaign - Royal Mail Pay Slips Message:

 

With our No 10 Downing St petition now having reached over 10,000 signatures we have a month to make a big push to drive up the numbers towards our 100,000 target and make a real impact on the government.

 

I'm pleased to inform Branches and Safety Reps that following my discussions with Royal Mail HQ at Director and Board level, they have agreed that that the next available slot on both weekly and monthly pay-slips, this month, will carry a message to all

Royal Mail employees urging them to sign the CWU 'Bite-Back' Campaign, No 10 Downing St Petition.

 

Due to space limitations it was restricted to just 140 digits maximum and therefore the following message will appear which includes the appropriate information:-

 

"Please help stop dog attacks on postal workers, sign the CWU and RMG supported petition at: http://epetitions.direct.gov.uk/petitions/22631"

 

Would all; Branches make every efforts to urge members to take 5 minutes to click on the No 10 Downing St Website and sign our petition. Thanks for your support.

 

I would like to thank Pete Robinson a CWU Workplace Safety Rep from the Bradford & District Amal Branch who put forward the suggestion.

 

Sign the petition today!

 

Thanks & Best Regards

 

 

Yours Sincerely

 

Dave Joyce

National Health, Safety & Environment Officer

 

Dear Colleagues

 

Defend Health and Safety Campaign Day of Action & Workers Memorial Day - 28 April 2012 - Bulletin 5

Union health and safety representatives

One of the principles behind Britain's health and safety laws is the belief that the involvement of the workforce is crucial to achieving good standards of health and safety, and that health and safety systems work best when trade unions and employers work together.

 

It cannot be disputed that better standards of health and safety are achieved in unionised workplaces than in similar non-unionised ones. At the core of this are health and safety representatives. This group of unpaid volunteers make a massive difference in the workplace. In recent years they have saved countless lives, and helped stop millions of workers from being injured or made ill by their work.

 

Yet their work seems to go unnoticed and unrewarded by many employers and by the government. In fact a number of proposed changes will either make it more difficult for health and safety representatives to do their job, or give them an even bigger workload.

The benefits of union health and safety representatives

There are around 150,000 health and safety representatives in the UK appointed and supported by trade unions. A DTI paper published in January 2007, 'Workplace Representatives: A review of their facilities and facility time', estimated that safety representatives at 2004 prices saved society between £181m and £578m each year. It estimated safety representatives prevent between 8,000 and 13,000 workplace accidents and between 3,000 and 8,000 work-related illnesses.

 

The TUC report, 'The Union Effect' outlined the benefits of trade union organisation and health and safety representatives. In 1995 a group of researchers found that those employers who had trade union health and safety committees had half the injury rate of those employers who managed safety without unions or joint arrangements. Several other analyses of the same figures have all concluded that the arrangements lead to the highest injury rates are where management deals with occupational health and safety without consultation. In 2004 a further analysis of the data confirmed that 'the general conclusion is that health and safety should not be left to management alone!'

 

In 2007 the same authors once again found lower injury rates in workplaces with trade union representation and the effects were deemed to be significant. By contrast the effect of management alone deciding on health and safety was not significant.

 

But it is not only injuries that trade unions help reduce. It is also ill health. Another study in 2000 found that 'The proportion of employees who are trade union members has a positive and significant association on both injury and illness rates.' It went on to say that 'the arrangements associated with trade unions. . . lower the odds of injury and illness when compared with arrangements that merely inform employees of OHS issues'.

 

The HSE's own research has reinforced these conclusions. A study showed that the more an employer consulted, the more effective were the control measures. Some of the figures were quite dramatic. Where an employer always consulted, slips risk controls were deemed effective in 76% of cases, but where there was less consultation the control measures were only very effective in 40 per cent of cases. For falls the figure was 56 per cent as against 18 per cent and for MSD risk controls the figures were 57 per cent and 22 per cent respectively. The same research showed that stress was twice as likely to be recognised as a risk where workers are involved in health and safety management.

 

In 2003 the Health and Safety Executive (HSE) ran a number of pilots where trade union appointed Worker Safety Advisors went in to non-unionised organisations. The report into the pilot showed that over 75% of employers said they had made changes as a result and almost 70% of workers had seen an increase in the awareness of health and safety.

How they make a difference

One of the reasons unions make such a difference is that they ensure that their safety representatives are trained. An HSE survey into the chemical regulations (COSHH) found that health and safety representatives were far more knowledgeable than their managers. The survey also found that safety representatives were almost twice as likely to have received training in health and safety in the last two years than line managers.

 

Every year the TUC trains around 10,000 health and safety representatives and many more are trained through their unions, like the CWU at our E&T Centre, Alvescot Lodge. In those rare occasions where there are non-union safety representatives they get their training from management, or management appointed consultants, so are less able to challenge what management tell them.

 

Also health and safety representatives know the workplace far better than management as they are aware of what really goes on. They also act as a channel for individual workers to raise their concerns. An HSE research paper concluded that 'health and safety committee representatives provide a diverse channel for reporting events and hazards'.

 

It added 'union backing, even if it is just knowledge that additional support is available if required, is invaluable'.

 

Unions often realise the risks long before management. Many risks were first identified by unions, sometimes after management ignored or hid early warnings. It was unions that highlighted the dangers of asbestos and campaigned for a ban many years before the government introduced one. If action had been taken then, it could have prevented many of the 4,000 annual deaths that are caused by asbestos.

 

Unions also unearthed the risks posed by many hazardous chemicals such as carbon disulphide and vinyl chloride monomer. Unions were the first to raise major concerns over levels of violence in the workplace, and RSI, and the effects of passive smoking. When unions first raised the issue of stress, employers and the media argued it was nonsense. It is now recognised that workplace stress effects around half a million people. Even today it is unions and groups of safety representatives that are highlighting the potential risks within the semi-conductor industry, or from nano-technology.

 

Where staff have health and safety representatives and safety committees they know that they have a voice. That makes them more willing to raise issues. Unions also help make their members more aware of safety issues in the workplace.

 

However, involving workers directly, without union representation is far less likely to be successful. Research conducted in 2010 for both ROSPA and the HSE found that where worker involvement happened in non-unionised workplaces is was more likely to follow the employer's agenda, while unionised health and safety representatives were more likely to be empowered to set an agenda and be challenging.

Role of representatives under this government

The recent Lofstedt report into health and safety was very positive about health and safety representatives and the benefits of involving the workforce, however, the government has done nothing to support union representatives. Quite the opposite. Since coming to power in 2010 the government has cut the amount of money they give the HSE by 35% over the next three years, while local councils have seen a 28% cut. This will cut the number of inspectors that will be available to visit workplaces.

 

They have also told the HSE and local authorities to stop 'proactively' inspecting most types of workplaces. Instead they will only be able to inspect after a reported injury or a complaint. This will change the role of Union health and safety representatives as they will have to act much more as the diligently as the eyes and ears in workplaces to ensure that any problems are reported.

 

Health and safety representatives cannot do the job of HSE and local authority inspectors, but in future they will be the only people who are independent of the employer that will be ever be seen in most workplaces. Therefore it will become even more important that they do regular inspections and make sure that any issues identified are dealt with. If not then they will need to report them to the HSE or local authority. That is now much more difficult as the phone numbers of local offices have been removed from the HSE's website!

 

The cuts have also made it more difficult to get information. For many years the HSE ran a free information line that employers and health and safety representatives could call for free information or advice. Every year it was called by over 200,000 people, including many health and safety representatives. The HSE Info-Line was closed down last year.

 

That is not all the government is doing to make it more difficult for health and safety representatives to support their members. In the public sector all employers have been asked to review 'facilities time' which is the amount of time that union representatives are allowed off to do their union work. This includes health and safety representatives.

 

The government has said that only the very minimum legal entitlement should be agreed to. Some activities such as campaigning on safety issues, attending union meetings or supporting safety representatives in other workplaces may be considered to be above the minimum and representatives will be told to do them in their own time or to take unpaid leave.

 

It will also be harder to take action against the employer if a health and safety representative is victimised. At present a health and safety representative can take the employer to an employment tribunal to challenge what the employer has done. This, however, will become more difficult if the government gets its way.

 

They are proposing to charge £200 to lodge an employment tribunal (ET) claim and £1000 for a hearing at an employment tribunal.

 

 

They have given another option of an upfront fee of £500 to access the Tribunal that can rise to £1,750 if the employee is claiming more than £30,000 in compensation. These charges will even apply to a worker claiming victimisation for activities they carried out as a union health and safety representative or raising health and safety as an issue.

 

However, it is not only dismissal and victimisation claims that will be affected. The only way that a health and safety representative can seek to challenge a refusal by their employer to give them time off for training is by taking a case to an employment tribunal.

 

If the government gets its way it means that a health and safety representative will now be charged for trying to get the training they need to help their fellow workers.

What you can do!

The TUC, supported by the CWU and all other affiliated Trade Unions is organising a Day of Action to defend health and safety. This will be held on 28 April 2012, which is International Workers Memorial Day when we traditionally remember the dead and fight for the living. Never has that message been more important than now. Let's ensure that we make it clear that we want clear commitments and action from those who should be protecting us.

 

Join any events in your area on that day and demonstrate that we will not give up our right to a safe workplace.

 

Yours Sincerely

 

 

Dave Joyce

National Health, Safety & Environment Officer

 

 

Workers Memorial Day 28 April 2012

Remember the dead - but fight for the living

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Minor Repairs (Autonomous Maintenance)

 

It has been brought to the attention of the Outdoor Department at CWU HQ that Minor Repair Tool kits are beginning to arrive in Motor Transport Workshops in readiness for rollout across areas and regions.

 

The purpose of this LTB is to remind Branches that the performance of OMV Minor Repair Tasks by CWU members has not been agreed by CWU HQ.

 

Please ensure that this LTB is given the widest possible circulation.

 

For ease of reference please find attached LTB 1027/11.

 

Any enquiries to Bob Gibson’s Office, quoting reference 300

Email address: hnutley@cwu.org

 

 

Yours sincerely

 

Bob Gibson

CWU Assistant Secretary

 

Royal Mail Group (excluding POL) Revised Transfer Policy and Process

 

Branches will be aware of CWU HQ’s continuing dialogue with Royal Mail Group to update and revamp the transfer policy and process for individuals who wish to transfer location voluntarily within Royal Mail Group. Following lengthy discussions a revised policy and process has been agreed with Royal Mail Group and endorsed by the Postal Executive.

 

It is fair to say that the process that was in place had fallen into a state of disrepair and was no longer “fit for purpose”. This is primarily for two reasons.

 

Firstly as the business goes through the Business Transformation programme the opportunity and choices for individuals who wish to transfer voluntarily to full time vacancies has become limited due to many units facing a surplus situation as a consequence of closures/mergers and/or reductions in headcount.

 

Secondly, the paper based process was slow to respond to the needs of the business, and more importantly our members. Also, it was not transparent for the individual and was operated remotely.  The system being replaced required individuals who wished to transfer to complete a transfer request form, which they had to get from their line manager, and indicate up to a maximum of five locations they wished to transfer to. This was then handed back to the line manager to be signed and then forwarded to the resourcing centre at Sheffield. In addition the request was then subject to the individual satisfying the eligibility criteria of completing six months continuous service and having a clear conduct record, whilst also not being on any stage of the attendance procedure.

 

These requests were then held on record at Sheffield and compiled on a region by region basis involving 11 individual spreadsheets. The total number of individuals currently on the list is 3200, some of whom have been on the list for a significant number of years.

 

The information held was more often out of date and many employees no longer wanted/expected to transfer due to changing circumstances.

 

The current requests are broken down as follows:

 

  • 45.89% of transfer requests specify a minimum of 40 hours
  • 20.40% of transfer request specify a minimum of 30-39 hours
  • 21.4% of transfer  requests specify a minimum 0-29 hours
  • 12.27% of transfer requests did not specify a minimum number of hours

 


The revised system will change the dynamic of requesting a transfer to real time application, when the job becomes available. This will happen by the individual logging onto the Royal Mail website and registering an on line application setting out a criteria of preferred locations within a specified mileage radius, contractual hours, position and type of job. This will also include setting up an email alert that is triggered if/when a job becomes available that meets the individual’s criteria. They will then have to confirm their application and willingness to transfer to this vacancy.

 

The email alert system and log in details can be either set up to respond to the individuals own computer or to anyone else they may wish to choose including the line manager at their office or friends or relatives.

 

Listed below are the main features of the previous system as opposed to the revised system.

 

Previous System

 

  • Imposed by management
  • Individuals with attendance warnings or conduct records barred from transferring
  • Receiving manager picks the best candidate by telephone interview - without any challenge or appeal process
  • If more than one applicant - receiving manager decides who gets placed irrespective of how long individual has been on the list.
  • Transfer form application has to be requested from and signed by the individual’s line manager.
  • Lip service to any real review, input and monitoring.
  • Current process restricts individuals to 5 potential locations.

 

Revised System

 

  • Policy negotiated and introduced by agreement, including a full joint review
  • All individuals on the existing list will be given priority over new applications and placed in the order of length of time on the transfer list
  • Thereafter, length of service (seniority with appropriate skills) will be the criteria for filling a vacancy.
  • No debarment for individuals who have conduct or attendance warnings- unless disciplinary transfer (for two years) only.
  • No telephone interviews or selection criteria involving the receiving manager.
  • Individuals can apply for a transfer on line without the knowledge or involvement of their line manager, if they wish.
  • Allows individuals larger search criteria with more options of locations.

 

The process of exceptional circumstances for individuals who have domestic issues and need transfers will remain in place. Also there is no change to the arrangements for surplus staff being given priority due to closures etc.

 

The revised Transfer Policy is clearly a much more efficient, fairer and transparent system than that previously in place and provides our members with a much simpler process to follow.

 

The revised policy is being launched along with comms from 1st April 2012 and all existing employees currently on the transfer list will be written to inviting them to confirm their desire to remain on the transfer list. Employees will receive their letters next week and an example is attached to this LTB.

 


Any enquiries to Bob Gibson’s Office, quoting reference 440.23

Email address: hnutley@cwu.org

 

Any enquiries to Terry Pullinger’s Office, quoting reference 202.10

Email address: dwyatt@cwu.org

 

Yours sincerely                                              Yours sincerely

                

Bob Gibson                                                              Terry Pullinger

Assistant Secretary                                        Assistant Secretary

 

 

 

ISSUE 4
MARCH 2012
Outdoor Secretary’s Introduction

For anyone who attended the Royal Mail Forum in Birmingham this week it is apparent that the business wish to up the pace and make progress more rapidly. It is our responsibility to ensure that change and revisions are done at a pace that is manageable and in line with national agreements. The key is getting it “Right First Time” to coin one of their phrases. Uppermost in our minds has to be a fair and manageable workload that is achievable and sustainable, that can be done safely and ensures that our members are able to complete their duties ‘on time every time’.
Bob Gibson – CWU Assistant Secretary Outdoor
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DELIVERY ISSUES UPDATE
ADR Briefings – Weekly Resourcing Meetings
As reported within the last edition of the E-Bulletin the Department has successfully undertaken the latest round of ADR Briefings across the country.
These Briefings are a key part of the engagement process between the department and representatives. We have committed to Bi-monthly meetings and we hope to be able to announce the next phase of dates in the near future.
One of the key debates that have taken place during the latest round of briefings was the lack of Weekly Resourcing Meetings taking place and when they did take place the quality of information shared was very poor.
There are agreed guidelines for Weekly Resourcing Meetings contained within the Traffic Forecasting Tool and these can be accessed through the following link:
http://www.cwu.org/final-weekly-resourcing-meeting-documents-amp-tools.html.
We have raised this issue nationally and discussions are taking place about how best to ensure that these meetings do take place on a weekly basis. As part of these discussions we are looking at what goes in the areas where they are taking place to identify if there are any good examples that we can share with other areas across the country.
Olympics 2012 – Update
Further meetings have taken place nationally on all aspects relating to the Olympics later this year. Clearly the event will have massive implications in London as well as the other areas that are hosting sporting events.
Our members will face major problems with travel arrangements to and from work, parking issues and access to roads and premises.
All relevant information that has been shared with the department has been circulated to the relevant representatives and the department is well aware that discussions have been taking place within these locations to reach agreement on all the above associated issues.
Annual Conference 2012 Measurement & Performance Support
Members of the Measurement and Performance Group who work to the Outdoor Dept will be available to discuss with Representatives any issues arising from measurement and performance, to provide clarity on the tools or deal with any specific problems Representatives may have in relation to the tools and their office revisions/post implementation reviews.
This facility will be available from 09:30 to 17:30 on Tuesday 24th April, Wednesday 25th April and from 09:30 to 11:30 on Thursday 26th April (closing at lunchtime).
If you have a specific question or issue that you would like to discuss at Conference and would like to book an appointment with our Measurement and Performance Group members, please send an email, together with your question, to outdoorsecretary@cwu.org so that some preparatory work can be done in advance.
If your questions relate to IWT it would be helpful if you could bring with you a copy of your office’s IWT on a memory stick. Timeslots will be allocated depending on the number of requests received. Preference will be given to those who respond to this request as they will be allocated a timeslot.
Mini Duty Builder – Update
The MDB currently divides the overall AWD indoor hours equally across six days when in-putted into the IWT. This does not provide the office with a clear breakdown of the hours used between H11 (Prep) and G54 (IPS) as they could vary day to day.
It is not part of the suite of tools agreed within the BT agreement for revision activity, and was developed by finance and positioned to the CWU as a tool that would record AWD hourage against codes for financial and duty scheduling purposes within Duty Builder. Utilising the hours that had already been agreed locally within revision activity.
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Q. As of yet my office is unsure when we will receive the SWW, if this is after March 2013 how will we be compensated as per the BT 2010 Agreement?
A. We are currently working with RM and Divisional Reps on the updated revision timetable. Discussions will then commence with RM Nationally on any issues that then affect remuneration / reward elements for our members.
Q. Following your recent LTB on indoor performance, the office I work in numerous staff do not take their meal break and come in early. Should my Rep and Manager be agreeing the level of these hours and including this in the tools?
A. Simple answer is ‘YES’ it is important that all hours are recorded to give a true reflection of performance. If this is not done then your performance will be inflated.
Q. My office has recently had a Delivery Methods revision. All staff have been told they must use the equipment and private cars has ceased. Recently my DOM has been doing cut-offs in his own car, is this allowed?
A. In one simple word ‘NO’ however we have raised this issue Nationally and explained our rationale so hopefully this issue should cease. Allowing managers to use cars is inconsistent with the message we are giving to our members in that private cars should cease. In some cases the manager may well be the same person telling our members not to use their car. The crux of the matter is that managers shouldn’t be doing a delivery in the first place. If this is happening on a regular basis then something must be wrong with the revision and needs addressing.
SPDO Update
Mike Newport Lead SPDO Co-ordinator has been actively pursuing a contact with Royal Mail management to engage with and set up regular Strategic Involvement meetings. This has finally been achieved and the first meeting has been arranged for 13th April 2012.
The purpose of these meetings will to address any issues that have been reported to the department, but also to make sure that members within the SPDO structure also are receiving the benefits of the Business Transformation Agreement.
We are also seeking to have an updated list of all SPDO offices and their location as to cross reference against our own lists. A more detailed report will be contained within next months E-Bulletin.
Please also keep an eye on the CWU website at the address below for updates.
http://www.cwu.org/scale-payment-delivery-offices-spdos.html
COLLECTIONS UPDATE
The department recently agreed a trial (LTB 158/12) with Royal Mail within the Stirling Area for the use of a mobile device to be fitted in the aperture of post boxes. The purpose of the trial was that this would allow the business through the device to monitor / record the time and date when mail has been posted at a Postbox. The first outputs of the trial will be discussed at the next Strategic Involvement Meeting scheduled for 5th April.
We are also in the process of establishing from Royal Mail their timetable for each Region to commence Collection Best Practice revisions, as soon as this information has been confirmed this will be distributed to Branches and Representatives via the usual methods to assist them with discussions with management on this matter.
ROMEC CLEANERS UPDATE
Formal talks took place with ROMEC 2 weeks ago on the 2012 pay award. At this meeting ROMEC explained their financial situation and made a verbal offer across the table. They were asked to provide the offer in writing in order for the CWU to be able to formally reject the offer.
We are still awaiting the letter and as a consequence we have written to them seeking an urgent response, if this does not materialise very soon we will be writing to all of our ROMEC Cleaning members on how we intend to move this forward which may involve balloting for industrial action.
Further updates will circulated in due course.
This month’s frequently asked questions?
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OUTDOOR DEPARTMENT CONTACT

Post Office Network Transformation – MP’s Briefing Meeting – Monday 26th March 2012

 

On Monday 26th March 2012 the CWU hosted an MP’s Briefing Meeting in the House of Commons to discuss Post Office Network Transformation.

 

The meeting was chaired by Katy Clark MP, member of the CWU Parliamentary Group of MPs, and was addressed by the General Secretary and Andy Furey, CWU Assistant Secretary. Representatives were in attendance from the Federation of Small Businesses, the Countryside Alliance and the New Economics Foundation.

 

Attached to this LTB is the CWU MP’s briefing document issued to all MPs which outlines the CWU’s position on the Government’s plans to Transform the Post office Network. Further details of the briefing are covered in a news item on the CWU’s website through the following link http://www.cwu.org/news/achieve/mps-back-save-our-post-offices-call.html

 

The union is calling upon all MPs to sign Early Day Motion (EDM) 2841 which is also reproduced below for your information. Currently 87 MPs have signed the EDM.

 

EDM 2841

That this House recognises the vital role the Post Office plays throughout the country, supporting businesses and communities and providing access to a wide range of services; notes that Post Office Ltd is planning to convert over 50 per cent. of its branch network to new operating models over three years from April 2012, with 2,000 branches to be converted to the new Locals operating model; further notes that Consumer Focus has described this restructuring as being `as significant, if not more challenging, than previous restructure exercises'; further notes that there are concerns among businesses and local communities over the smaller range of services which will be available at Locals, over caps being applied to benefit payments and parcels services in Locals and over the number of existing sub-post offices which may close as a result of the proposals; expresses its concern that Post Office Ltd has not yet fully trialled the Locals model in converted post offices and that there is limited opportunity for public engagement; and calls for Post Office Ltd to impose a moratorium on the proposed rollout of the Locals model until it has carried out a full national consultation on this.

 

 

  

 

 

Any enquires about the contents of this LTB should be directly to the General Secretary’s Office.  Those issues relating to Post office Network Transformation should be directed to Andy Furey’s Office.

Yours sincerely

 

W HAYES

General Secretary

 

 

 

 

Dear Colleagues

 

Re :        EMPLOYMENT TRIBUNAL UNFAIR DISMISSAL CLAIMS

 

Branches will be aware that the Coalition Government are in the process of introducing a number of significant changes to the legislation that will affect the Employment Tribunal process.

 

The first significant change is to the qualifying period for claiming unfair dismissal.  The current situation is that an employee with 12 months continuous service has the legal right to make a claim to Employment Tribunal for unfair dismissal.

 

Forthcoming Legislation

 

The qualifying period for claiming unfair dismissal is to be extended to 2 years for employees starting a new job on or after the 6th April 2012.  For employees employed before or on the 5th April 2012 the qualifying period for claiming unfair dismissal will remain at one year.

 

Further reports will be given to Branches detailing future changes.

 

NB : The Legal Services Department in conjunction with its Panel Solicitors, Irwin Mitchell LLP will be holding an Employment Law Update Fringe meeting Monday lunch time the 23rd April 2012 during Annual Conference.  Further details will be published in due course.

 

If you have any enquiries regarding the above then please contact Tony Rupa, Head of Legal Services, CWU Legal Services Department.

 

Yours sincerely

 

 

 

 

 

 

Tony Rupa

HEAD OF LEGAL SERVICES

 

 

 

 

 

 

 

 

 

Royal Mail & CWU Indoor Work Method Guidance Version 1 February 2012 – H&S Update 1

 

Further to LTB 104/2012, please find attached a zip file containing 3 updated documents in association with the Indoor Methods Agreement.

 

These documents can also be found on the CWU Website for your information at the following URL Address – http://www.cwu.org/indoor-work-method-guidance.html

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

Yours sincerely

 

Bob Gibson

Assistant Secretary

 

 

21st March 2012

European State Aid Approved – Pension Solution

 

Further to LTB 186/12 the Government has announced today that the European Commission has granted the Royal Mail Group State Aid. 

 

Firstly, this means the final part of the process to implement the pension solution is triggered.  This involves the Government placing what is known as a Commencement Order before Parliament next week and will mean the pension changes will be implemented on the 1st April 2012.

 

Secondly, the European Commission has also given the Government the authority to restructure the Royal Mail balance sheet.  We understand that this means the company will no longer have to repay existing Government loans which we estimate is worth just over £1 billion.  This is separate from the pension solution.  However, although the Government now have the authority to restructure the balance sheet it is a matter for them to determine if and when this happens.

 

At this stage we have not had the opportunity to study in detail the full terms of the State Aid approval case and we would want to consider further the extent of any conditions that may be attached.

 

The CWU has supported the case for State Aid approval and welcomes the implementation of the pension solution, something which we were the first to campaign for.  We have attached to this LTB a summary of what this means for our members.

 

Prior to the solution being implemented on the 1st April 2012, CWU members will receive a mailing to their home addresses which will include a letter and pensions pamphlet explaining all the issues in more detail.  Postal Branches can download an advanced copy of the member’s letter and pamphlet from the Union’s Website (http://www.cwu.org/54871/royal-mail-pensions.html)

 

Once we have had a chance to look at the full terms of the announcement we will provide further information to Branches particularly in relation to any conditionality.

 

We have also attached the CWU Press Release.

 

Any enquiries on this LTB should be addressed to the DGS(P) Department.

 

 

 

 

 


Yours sincerely

 


 

Dave Ward                                                                W Hayes

Deputy General Secretary (P)                                   General Secretary

 

 

 

European Commission State Aid Announcement – Pensions

 

We expect an announcement on Wednesday 21st March 2012 confirming that the European Commission has granted Royal Mail State Aid and the Government led pension solution will now be implemented on the 1st April 2012.  All Postal Branches will be aware the CWU has long campaigned for a Government Pension solution even though we remain fundamentally opposed to privatisation. 

 

Without the pension solution the existing Scheme will be under major threat of closure and the company’s finances will deteriorate rapidly, bringing with it an even greater threat to jobs.  With this solution our members will have greater security for their pensions and it will also help transform Royal Mail’s finances. 

 

It means the Government will take over the historic pension’s deficit currently valued at around £8.4 billion and that they will also be responsible in the future for payment of our members pension benefits built up prior to the 1st April 2012.

 

What the pension changes will mean to CWU members:

 

  • It will provide much greater security for our members’ pensions.
  • There will be no change to members’ contribution rates or retirement age.
  • The total value of pension benefits are protected.
  • Our members will still receive their pension information from Chesterfield and there will be no action required by individuals.

 


The transfer of Liabilities and Assets

 

As previously explained, as part of the legal process for the Government to implement this solution and to offset some of the ongoing costs that will be incurred by the tax payer, the Government will also acquire the majority of the Scheme’s assets and are likely to sell these in the near future. 

 

The Union has raised concerns about the level and quality of assets being left behind and whether this is sufficient to fund the remaining pension element that Royal Mail will continue to be responsible for, including the final salary link.  Therefore, in discussions with the Government and Royal Mail we engaged Independent Pension Lawyers and Actuaries to ensure that the appropriate legal safeguards were in place.  As a result, the advice we have been given from the independent Pension Experts is that the transfer of liabilities and assets is being carried out on a sound basis and the remaining scheme will be completely deficit free and 100% fully funded going forward.

 

CWU members have also received Communications from the independent Royal Mail Pension Plan Trustee Board.  It is the Trustees who have the ultimate legal responsibility for overseeing this process and they have confirmed that the transfer of liabilities and assets is being allocated in a way that is in the interests of Scheme members.

 

Privatisation

 

All Branches will be aware that the Postal Services Act 2011 links the issues of pensions, regulation and privatisation. 

 

It is important that we explain to our members that whilst the Union remains fundamentally opposed to privatisation, we have always supported the need for a pension solution and a change in regulation. 

 

The truth is without the pension solution the consequences will be very severe, including the strong possibility of the pension scheme being completely wound up.  This would still remove a barrier to privatisation but without securing our members pensions.  Without this change it will be a lose-lose situation for CWU members.

 

The Government continues to advise the CWU that at this stage it is very unlikely they will proceed with a sale of the business in 2012.  The Union will continue to oppose privatisation whilst recognising that it is in the interest of our members that we engage the Government on all the issues associated with the Postal Services Act.

 


Conclusion

 

We have attached to this LTB an advanced section of the Pensions Pamphlet that is being sent to members’ home addresses.  This will be accompanied by a letter which explains the key pension issues and also covers other aspects of the Postal Services Act including privatisation and regulation.

 

We have also included a CWU Representatives Brief covering key messages. 

 

Given the importance of these developments we would ask that Branches immediately ensure that the content of this LTB is distributed to all workplaces and that our Local Representatives are provided with the attached information.

 

At this stage we have no more information on the detail of the Government’s announcement and are not in a position to comment on whether or not the EU have attached any conditions to State Aid approval.  Further information will be sent out in due course.

 

Any enquiries on this LTB should be addressed to the DGS(P) Department.

 

 

Yours sincerely

 

 

Dave Ward

Deputy General Secretary (P)

 

 

 

To:      All Branches

Dear Colleagues

 

National No Smoking Day 2012 - Wednesday 14 March 2012

 

No Smoking Day 2012

No Smoking Day takes place on Wednesday 14 March 2012. On the day more than a million smokers are expected to make a quit attempt. Over the last quarter of a century it's grown into the UK's leading public health event, helping over a million smokers to quit for good.  With No Smoking Day, there's no pressure. When smokers are ready to stop, the 'No Smoking Charity', now merged with the 'British Heart Foundation' is ready to help, directing people to the support that's right for them, when and where they want it. On that basis the CWU Health, Safety & Environment Department is pleased to again endorse the campaign and urge Branches and Health and Safety Reps to run local campaigns, raising awareness.

 

Take the Leap with No Smoking Day

The charity knows that most smokers would really like to stop, but find it hard to. So this year they are encouraging smokers to Take the Leap and give it a go. The theme recognises that giving up is tough, but the positive image and slogan speaks strongly to smokers helping them to aspire to a 'smokefree' future. 'Take the Leap' and its energetic accompanying image aim to echo the UK's focus on the Olympics, asking smokers to think about their physical health. The campaign also coincides with a leap year – leap day will be an excellent opportunity to help smokers prepare to Take the Leap two weeks later on 14 March. The 'Take the Leap' theme was developed with smokers themselves and reflects the positive messaging of the charity, who are here for smokers who want to quit and will help them take a leap towards a healthier, wealthier future. No Smoking Day is part of the British Heart Foundation and offers year round resources to help people who want to quit. These include 'WeQuit.co.uk' the dedicated quitters' website at: http://www.wequit.co.uk/ and their online community forum at: http://forum.nosmokingday.org.uk/ which is host to 36,000 quitters and a suite of resources and tips and advice for smokers. For more information about No Smoking Day visit the excellent 'No Smoking Day' Website at: http://www.nosmokingday.org.uk/index.htm.

 

History

Established in 1983, the No Smoking Day campaign was organised by the No Smoking Day charity. No Smoking Day works to support smokers who want to quit. The charity does this by raising awareness of the Day (that's where CWU Branches and Reps can help), which takes place on the second Wednesday in March every year, and by highlighting the many sources of help available for quitters. In 2011 the No Smoking Day charity merged with the British Heart Foundation with the aim of securing the future of the campaign and building on its successful history. The No Smoking Day campaign helps smokers who want to quit by creating a supportive environment for them, and by highlighting the many sources of help and advice available. The Day remains the UK's foremost public health event, bringing together professionals who share an interest in promoting health, generating significant media coverage, and providing an annual focus for the three in every four smokers who want to stop. Every year over a million smokers will use No Smoking Day to try to quit. The No Smoking Day charity also conducts year-round initiatives to encourage and support smokers who want to quit. These projects target specific communities, and aim to address health inequalities by coordinating networks of public health professionals from across the public, voluntary and private sectors. In 2010 the charity launched 'We Quit', an all year round resource for smokers. The We Quit website site aims to provide ongoing help and advice to smokers who want to quit. All No Smoking Day projects are based on the principles of social marketing and

are underpinned by our commitment to the highest standards of research and evaluation.

 

Their vision

To reduce tobacco related illness and death.

 

Their mission

To support smokers who want to stop by providing an opportunity to do so, and highlighting the effective help that is available.

 

The Campaign

No Smoking Day is the UK's foremost annual health awareness campaign, helping over 1.5 million smokers quit for good since 1984. With No Smoking Day, there's no pressure. When smokers are ready to stop, they're here and ready to help. The success of No Smoking Day is built on the commitment to building partnerships with all those who share their vision. The charity brings together like-minded individuals and organisations from across the UK to share skills and focus attention on smoking cessation for one day.

 

The main messages of No Smoking Day:

  • No Smoking Day is a good opportunity to stop smoking
  • Smokers can get help when they want to stop
  • There are health and other benefits to stopping smoking

 

What No Smoking Day does:

  • Spurs smokers into action - around three quarters of a million people make a quit attempt each No Smoking Day
  • Appeals to smokers of all types - whatever their age, sex or social class
  • Publicises and explains the help that smokers can get when they want to stop
  • Captures the attention of the media with lots of supportive TV, newspaper and radio coverage

 

What No Smoking Day doesn't do:

  • Try to force smokers to stop - No Smoking Day is for the three in every four smokers who want to quit
  • Harass smokers - it's not about banning smoking, or picking on smokers
  • Work in isolation - smokers need support before and after the Day too

 

Sign Up to Get Involved

Individuals, Branches and Reps can Sign up for information about the No Smoking Day campaign and this proactive charity will help you to help smokers. They will send you relevant information by post and/or email to help you organise your No Smoking Day.

They'll be there every step of the way with tips and advice to make sure that together you can work with the charity to make this No Smoking Day the best yet. Go to the Website link: http://www.nosmokingday.org.uk/organisers/getinvolved.php?status=servicesform Where you'll tell them the required information. Tell them how you want to receive information, if you want to receive a campaign handbook by post and if you want to receive regular information about the campaign by email

 

For Free Local Help and support

Free helplines can tell you the location of your nearest free stop smoking service, give you access to specialist counsellors and send you further information. You can find your nearest free 'stop smoking service' by calling a helpline. With their help and a proven drug treatment it is four times more likely that you’ll succeed in stopping smoking. These free local services have helped thousands to quit for good. You are four times more likely to stop successfully with their help.

The helpline numbers are:-

England 0800 434 6677

Scotland 0800 84 84 84

Wales 0800 085 2219

Northern Ireland 0808 812 8008

For your local Stop Smoking Service you can also visit: http://smokefree.nhs.uk/

 

Facts and figures

• One in five people in Great Britain smokes

• 63% of smokers in Great Britain want to give up

• 21% of the population are smokers, 25% of the population are ex-smokers and 54% have never smoked.

• 15% of smokers have their first cigarette within five minutes of waking up

* Figures from General Household Survey 2009

 

Health – benefits to quitting smoking

• 20 minutes after quitting your blood pressure and pulse return to normal

• 48 hours - no nicotine is left in your body. Your senses of taste and smell are greatly improved.

• 72 hours - your breathing becomes easier and your energy levels increase

• 2-12 weeks after quitting smoking your circulation improves and exercise can be easier

• 3-9 months - any coughs, wheezing and breathing problems improve

• Within five years the risk of heart attack is halved

• Within 10 years the risk of lung cancer is halved and the risk of heart attack is at the same level as non-smokers

• Medium to long term – stopping smoking at any age increases your life expectancy, provided you stop before the onset of serious disease. Even if you have developed a disease, you can benefit from stopping as your body will be under less strain and be able to fight it more easily.

 

Wealth - The financial benefits of stopping smoking soon add up too. After:

1 day: £6.50

1 week: £45.50

1 month: £195

3 months: £585

6 months: £1,170

1 year: £2,372

(Figures based on a 20-a-day smoker paying £6.50 per packet of 20 cigarettes.)

 

Treatments Available

Nicotine Replacement Therapy (NRT) -It comes in gums, lozenges or patches which wean you off nicotine while you stop smoking. Used correctly NRT can double your chance of stopping.

Zyban® (bupropion) - This drug treatment changes your brain’s response to nicotine. It makes smoking less pleasurable, reduces craving and can double your chance of succeeding. This is not suitable for everyone; ask your doctor for more information.

Champix® (varenicline) - This is a non-nicotine treatment that works by providing relief from cravings and withdrawal symptoms, and reducing the pleasure you get from smoking if you do smoke while using it. Studies have shown that it can increase the odds for stopping successfully by up to four times. Ask your doctor for more information.

Alternative therapies - Many therapists (acupuncturists, hypnotherapists etc.) advertise services for smokers who want to stop. While some people find them helpful, they are not tested in the same way as products like NRT.

 

Put the Date in the Diary - Help Great Britain become a nation of quitters - No Smoking Day on Wednesday 14 March 2012

Go to: www.nosmokingday.org.uk/index.htm for the new look 'No Smoking Day' Website.  Go to: www.wequit.co.uk for help, information and support.

With the right NHS support people are four times more likely to succeed in quitting. On Wednesday 14 March events will be held across Great Britain organised by a variety of health professionals and stop smoking services to reach smokers who wish to quit. No Smoking Day will also continue to run its website for quitters www.wequit.co.uk, an online hub where people can find out about help available, get tips and advice on how to succeed, and chat with other quitters and ex-smokers who understand what they are facing.

 

Yours Sincerely


Dave Joyce

National Health, Safety & Environment Officer

 

Collection Monitoring Device – Trial

 

A Collections National Strategic Involvement Meeting took place with the business on the 1st February 2012, attended by Tony Bouch PEC Member on behalf of the Outdoor Department. During the meeting Nick Hemmings Collections Best Practice Manager stated that the business was looking to trial a device which could monitor / record the time and date when mail has been posted at a Postbox.

 

Subsequently Royal Mail formally informed the Union that they wished to proceed with a trial of the monitoring device in the Stirling area of Scotland, mainly due to the fact that the devices are manufactured there.

 

In setting out the background to the device and what it would be hoped the trial could be used for they also made it clear that they wanted to run a trial with the full involvement of the CWU at all levels.

 

Further dialogue has taken place between the dept and Royal Mail and consequently additional information was sent across to the department and a draft set of words were exchanged in the form of a Joint Statement. These words have now been agreed and endorsed by the Postal Executive at its statutory meeting on the 6th March 2012 and are attached to this document for your information.

 

Also attached for information purposes is the WTLL brief that will be given to employees in the participating unit(s).

 

The devices are being installed in the Postboxes on Friday 9th March and the trial is due to commence on Monday 12th March. All employees at the participating sites will be fully briefed prior to the trial commencing.

 

Any enquiries to Bob Gibson’s Office, quoting reference 540

Email address: hnutley@cwu.org

 

Yours sincerely

                                      

Bob Gibson

CWU Assistant Secretary - OutdoorRounded Rectangle:  COMMUNICATION WORKERS UNION  URGENT INFORMATION FOR MEMBERS  9

 

Tories step up attack on facilities

29th February 2012

0A debate in Westminster Hall this morning sawFiona Bruce, MP for Congleton, make an attack on trade union facilities under the guise of calling for 'transparency, accountability and fairness'.

Trade union facility time is a crucial union resource and if seriously undermined could acutely jeopardise the ability of unions to represent their members effectively.

The Government, backed by big business and anti-union organisations such as the TaxPayers' Alliance, is increasingly attacking the trade unions on a number of fronts, including seeking further restrictions on strike action and the removal of facility time for trade union representatives - who argue the case for better pay and improved conditions.

0The Tory MP (pictured) paid lip service to the 'historic role' trade unions have played in 'improving and defending' workers rights, referencing her family's roots in a Northern mill town, but went on to question whether there was 'the right balance' between effective representation for trade union members and 'value for the tax payer'.

She spoke against public funding for facilities, buildings and the 'check off' system, questioning whether the tax payer should pay for these and pointing to the current economic climate to try and justify her argument.

The trade union case was strongly made by a range of speakers who repeatedly and robustly argued for the many benefits of facilities in particular and of trade unions more generally, and pointed to the money saved in days lost to illness and injury thanks to union rep work in key areas such as health and safety.

It was also stressed that staff are paid to do this important union work because it provides a door that management can knock on in the knowledge that they are talking to someone who can speak for employees with authority.

The key point was made that the Tory Party were putting the false argument that the only way to solve current economic problems is by removing the rights of workers - and Fiona Bruce drew attention to the fact that the Prime Minister is backing the recently formed Trade Union Reform Campaign (TURC) that aims to end all taxpayer subsidies to the trades unions.

0CWU general secretary Billy Hayessaid: "We are increasingly seeing Tory attacks on the rights of trade unionists and working people, using the economy as an excuse. We will not allow the erosion of these hard-won rights but will fight to defend them."

You can watch the full debate on Parliament TV.

 

Dear Colleague

 

Royal Mail Work Experience Programme

 

Given the continuing public debate surrounding Government Workfare initiatives, the following will update Postal Branches on the ongoing discussions between Royal Mail and CWU, (referred to in LTB 126/12) over the Royal Mail Work Experience Programme.

 

The national parties are now in the process of finalising a comprehensive statement that addresses all of the contentious issues being highlighted in the wider public debate.  This includes being unequivocal in a Joint Statement that the voluntary nature of the scheme – is voluntary throughout.  This means that individuals must have the ability to choose to leave at any point during the Scheme, without being penalised in anyway by the Department of Work and Pensions. 

 

Good progress has also been made in dealing with the complexities of benefit regulations towards securing a suitable remuneration package for Royal Mail Work Experience candidates. 

 

We can also confirm that any subsequent job offers arising from the scheme, would be dealt with in a way that does not disadvantage existing temporary/fixed term contract employees who are seeking a permanent job. 

 

We are confident that Royal Mail will confirm in any final statement, that this Scheme is not about free or cheap labour replacing paid for jobs or the additional earnings opportunities of existing Royal Mail employees.

 

The approach the CWU and Royal Mail are taking is about ensuring that any Royal Mail Work Experience Programme will support both proper Trade Union Principles and set the benchmark for a good employer.

 

Royal Mail has confirmed that they are confident we will be able to agree a Joint Statement, as outlined above, before the commencement of the Scheme.  We have advised Royal Mail that if, for any reason this is not the case, the CWU will have no option other than to review our position and withdraw support.  The content of this LTB has been shared with the company.

 

 

 

 

 

 

We will keep you informed of further developments.  In the meantime, please ensure that you use the content of this LTB to accurately reflect the Union’s position to any interested parties.

 

Yours sincerely

 

Dave Ward

Deputy General Secretary (P)

 

 

ISSUE 3
FEBRUARY 2012

Outdoor Secretary’s Introduction
The department has recently agreed 4 documents with Royal Mail which are all attached to this months E Bulletin. Members of the Outdoor Committee will be coming out to meet Area Delivery reps to brief them on all of the documents and the dates and venues are included in this Bulletin.
We believe there are 2 key documents which will provide CWU representatives with the opportunity to agree a model week that is more reflective of their unit and the expectations of the members working in it. This coupled with the Setting Indoor Performance document should provide them with the scope to agree a realistic performance level for their office that is achievable and does not have a detrimental affect on the indoor workplan and service standards. Both of these documents linked to regular weekly resourcing meetings are designed to ensure that offices have a reliable staffing base able to achieve the workplan that enables our members to get out on time and deliver the mail on time on a consistent basis.
We are also scheduling national discussions to deal with absorption which is an issue for our members and needs to be tackled wisely. In Moya Greene’s words “The frequency with which employees are asked to cover the routes of colleagues in the case of absence often causes a great deal of strain in the day to day workings of many delivery offices. I agree it is timely and appropriate for the business to revisit the guidelines that have been deployed in these areas.” I think we can all agree on that one and we will endeavour to agree a form of words that provide sensible and fair guidance on this contentious issue.
Bob Gibson – CWU Assistant Secretary Outdoor
In the last version we said we would provide an update on the Olympics. Unfortunately our meeting is after the date of this publication so we will pick it up in the next edition.
O u t d o o r E B u l l e t i n / I s s u e 3 / F e b r u a r y 2 0 1 2
Page 2
DELIVERY ISSUES UPDATE
Flexibility in Royal Mails Words
Key Statements
 People work all the hours they are paid.
 People are treated fairly and with respect.
Flexibility is not about
 Getting postmen and women to work more hours than they’re paid
for.
 Changing what people do or the hours they work without notice and
from one day to the next.
 Getting people to do things that they’re not trained to do or that
aren’t safe to do.
The benefits to you
 More opportunities for leave in the summer.
 Easier to get time off at short notice.
The above statements are extracts from a Royal Mail Managers Brief.
Please show these to your manager if you are put under pressure to
extend delivery or work overtime against your wishes. Don’t be bullied
Overtime is not compulsory.
Any problems contact your CWU representative or Branch for assistance.
Area Delivery
Representative Briefings

The Department is about to
embark on the next round of
ADR Briefings across the country.
The purpose of the briefings will
be to brief all Area delivery reps
on the latest LTB’s and provide a
detailed report on the recent
agreements reached with Royal
Mail. We are also looking to gain
feedback on Delivery Methods
which form part of the Business
Transformation changes, which
we are seeking to review.
The Briefings will take place on
the following dates and venues:
Monday 27th February -
Birmingham & Bristol
Monday 5th March – CWU HQ
(London& South Central
Divisions)
Wednesday 7th March - York
Thursday 8th March - Glasgow
Friday 9th March – CWU HQ
(Anglia & South East Divisions)
Members or local reps with any
concerns/questions should
contact their Area Rep in
advance so they can be
discussed on the day.
Cut Off Procedure Guidelines
Following numerous phone calls into the department during the last few
months on the procedure for Cutting Off, the below is the wording taken
directly from the agreed appendix within the Conduct Code. Discussions are
scheduled to take place at national level to review this procedure and agree
a simple, clear and concise set of words covering this and absorption.
PRIOR TO COMMENCEMENT
Where an employee feels that on completion of preparation he/she may
experience difficulty in completing his/her delivery within the authorised
time allotted, he/she should approach his/her manager as soon as possible
before setting out on delivery. It will be for the manager to discuss any
problem and advise the employee what particular action should be taken.
AFTER COMMENCEMENT OF DELIVERY
If an individual is prevented from completing their delivery for any reason, it
is essential that this is reported immediately either by returning to the office
or by telephone (telephone costs will be refunded). A written record will be
kept. All employees should be informed of the local authorised
arrangements, in writing, preferably in plastic card form if available.
Any members experiencing problems with Cutting Off should contact their
local representative or their local Branch for assistance.
The following LTB’s were issued recently following agreements being reached on Indoor Work Method,
Model Week and Setting the Indoor Performance for DO’s, as well as a Joint Statement between Bob
Gibson and Rob Jensen on Building a New Relationship.
C:\Documents and
Settings\hnutley\Desktop\12LTB070.doc
C:\Documents and
Settings\hnutley\Desktop\12LTB071.doc
C:\Documents and
Settings\hnutley\Desktop\12LTB072.doc
C:\Documents and
Settings\hnutley\Desktop\Joint Statement Feb2012.
O u t d o o r E B u l l e t i n / I s s u e 3 / F e b r u a r y 2 0 1 2
Page 3
DON’T USE YOUR PRIVATE CAR ON DELIVERY
✱ TAKE YOUR MEAL BREAKS
✱ DON’T COME IN EARLY
DON’T CUT CORNERS: PROTECT YOURSELF, PROTECT YOUR JOB.
CHANGE YOUR LIFE AND START ON TIME.

The CWU fully supports the TUC campaign ‘Work your proper hour’s day’
Remember:
Don’t cut corners:
It’s your job, it’s your future – protect it now!
Bob Gibson
CWU Assistant Secretary
WORK SAFELY
DO YOUR JOB PROPERLY

O u t d o o r E B u l l e t i n / I s s u e 3 / F e b r u a r y 2 0 1 2
Page 4
Q. I vaguely remember seeing some key points to help determine delivery spans?
A. You did and they are reproduced below.
Viewing spans as an enabler makes it essential that local negotiations reflect this step change and pay particular attention to the following factors when determining the length of delivery spans.
 Safety and security
 Delivery specification
 Full time jobs
 Optimised efficiency
 Delivery methods and tools (including protective clothing)
 Welfare facilities
 Weight and volumetric capacity (including D2D)
 Housing density and type e.g. stairs
 Terrain and equipment
Each delivery route should have an associated risk assessment.
The Delivery Span is defined as the time between the first and last letter inclusive of all related tasks such as replenishment, welfare etc
Q. We have had some problems with late arrivals of D2D and my manager saying I have to deliver a sixth every day. Is this the case and what can we do about late arrivals
A. If you are having late arrivals ask your rep to contact the dept with the name of your office and how late and how often this is happening and we will raise it nationally with Royal Mail. Also below is the relevant extract from the national agreement in answer to your other query.
“Whilst the planned workload will be spread across the 6 days, delivery employees will have the ability to manage the delivery of the items themselves on the proviso that all items are delivered within the week and the delivery specification is not affected.”
Q.
Positional Data Capture Update
Royal Mail want to develop a new product called Positional Data Capture (PDC). This involves assigning an exact location to every address point in the country. Such information is likely to be extremely useful to mapping companies such as Google and for sat Navs as it would be far more accurate than what is currently available. It is also likely to be worth a fair bit of money.
Royal Mail is the only company able to gather this information and, just as important, update it, as they are the only ones with access to every address point. The plan is to ask for between one and five OPG’s from every DO to come off their duty for around three weeks and go round and capture the data using a piece of specially developed kit. Full training will be given to those who volunteer.
We are still waiting to agree the final details of how this will be done but the aim is to start the project in the Anglia Region at the beginning of July. Further information will be provided as it becomes available.
COLLECTIONS UPDATE
The department is currently waiting to be given the timetable for plans on Collection Best Practice revisions due to take place in 2012/13, once this is received this will be shared with the relevant representatives and Branches accordingly.
RM is looking to Trial a new device which will be placed within Postboxes and will be able to collate data such as the date and time when someone has placed mail into the system. The department is currently working on a joint statement and further details will be issued once finalised.
Collector Training is nearing completion and the final aspects of the modules to be covered will be trialled before National deployment. The modules which will be covered include Health & Safety, Security, Revenue Protection, Product Knowledge, Customer Service and Performance. This will be the first time any formal training will have been given to frontline collection employees and more information will follow next month.
ROMEC CLEANERS UPDATE
We have had some initial exploratory talks with Romec on the Unions pay claim for 2012. We are now in process of arranging more formal negotiating meetings with the aim of settling this year’s pay rise as soon as possible.
In addition, we have exchanged correspondence on a range of issues including:
 Travel expenses for multi site cleaners
 Annual Leave purchase
 Mobile Cleaners timesheets
 Absence reporting process
 Non payment of NDA
 Members pay being abated or ceased whilst on sick leave
We have now agreed with Romec that we need to set significant time aside to get these issues resolved and are in the process of arranging meetings to do just that.
Additionally, the Postal Executive have recently endorsed a new set of Romec personnel procedures and next months edition will include an article on these.

SCHEDULED ATTENDANCE HOLIDAY PAYMENTS 2012 – 2013

 

1)       As previously agreed with CWU, for the annual holiday year commencing April 2012, two payments of Scheduled Attendance Holiday Pay, each equivalent to 2 weeks worth, will be made to employees within the Single Operational grade (OPG & ORR), the Operational Support Grade (OSG), Mail Screener, MDEC Keyer within Royal Mail Letters.  No payment will be made to reserved rights Weekend Only workers (OPW/ORW) who are not entitled to SA payments.

 

2)        As previously agreed with CWU and following the practice for the 2010/2011 SA holiday payment, the divisor will remain at 48 weeks.

 

3)       The purpose of the SA holiday payment is to ensure that employees who regularly work SA receive some earnings support to cover their main paid annual holidays.

 

4)       To save undue administration; payments will be automatically made as non-pensionable lump sums to those employees who were in service in a relevant grade at the start of the Annual Holiday Year and are still in service in a relevant grade when payment is made.

 

 

                    Payment 1            2 weeks worth on 18th May 2012

 

                       Payment 2            2 weeks worth on 10th August 2012

 

5)       Payment will be based on the weekly average SA (weekday and Sunday) worked during the previous Annual Holiday Year (April 2011 – March 2012) but paid at the current SA cash rate when actually paid.  This ensures that the payments reflect the weekly variations in SA worked, including the additional time prior to Christmas.

 

Subject to: -

 

a) The total for each week being no more than the National Limit averaged across any rotational cycle.

 

b) The average for employees with less than the maximum length of service for the reference period prior to the commencement of the current Annual Holiday Year being calculated on the actual number of weeks of service up to the end of the prior Annual Holiday Year.

 

c) Employees joining an eligible grade during the current Annual Holiday Year not being eligible for a payment till the following Annual Holiday Year.

 

6)       This is NOT a savings scheme with money earned in one year payable in the following one.  Prior year data is used to estimate the SA that will be worked during the current year.  Employees leaving service or a relevant grade prior to the end of the Current Annual Holiday Year (the 12 months April - March) will have their entitlement to the SA payment scaled back to reflect their reduced service within the Current Annual Holiday Year. 

 

For employees due to retire, this should be calculated when the final year’s payment is made. 

 

For employees leaving service, any overpayment will be automatically recovered from the outstanding pay upon leaving.

 

In line with normal business practice, no payment will be due to employees leaving service prior to the SA Holiday Payment being made other than by way of retirement due to age, ill health or redundancy.  In these limited circumstances a pro rata payment will be made according to the length of service in the current annual holiday year.

 

7)       To qualify for payment the SA must have been performed in accordance with the National Rules which includes the individual employee completing a formal agreement detailing the SA to be worked and will be capped at the National Maximum.

 

  • Employees on temporary promotion / substitution into a non eligible grade when payment is made will only receive a proportionate payment for the period they were in an eligible grade if and when they permanently revert to an eligible grade within the Current Annual Holiday Year.
  •  
  • Employees within RM Letters Network terms will continue to operate their existing SA Holiday scheme i.e. they will be exempt from the terms of this directive, and will continue to submit authorized HR16’s for their first 4 weeks of holiday.

 

10)     All policy queries should initially be flagged to the HR Services Contact Centre (5456 7100 / 0845 6060603), or emailed to HRSC Enquiries Pay.  The Contact Centre will flag more complex queries through the escalation process. Technical payroll enquiries should be directed to HR Support.

 

 

 

Dear Colleague,

 

Royal Mail & CWU Indoor Work Method Guidance Version 1 February 2012

 

Further to LTB 70/12 which detailed the agreement on Indoor Work Methods, the CWU Website has now been updated to include all the health & safety guidance documents relevant to the agreement.

 

The documents can be found on the following web address link:

 

http://www.cwu.org/indoor-work-method-guidance.html

 

When discussing indoor methods locally please ensure that all of the documentation is fully utilised and followed correctly.

 

Any enquiries to Bob Gibson’s Office, quoting reference 230.03

Email address: hnutley@cwu.org

 

Yours sincerely

Bob Gibson

CWU Assistant Secretary

 

Royal Mail Letters Pay 2012

 

In recent weeks we have received a number of enquiries relating to 2012 pay.

 

Following an exchange of correspondence Royal Mail has confirmed that they will be paying the 3.5% pay rise due on the 1st April 2012 and also that it is not their intention to seek to use any re-opener clause to reduce this.

 

The Postal Executive continues to discuss this issue in conjunction with other talks that are taking place with the company.  Over the next couple of days further LTB’s will be issued to provide an update on a range of Business Transformation issues.

 

Any enquiries on the above should be addressed to the DGS (P) Department.

 

Yours sincerely

 

 

Dave Ward

Deputy General Secretary (P)

Business Transformation and Mail Centre Rationalisation

 

Please find attached an agreed Joint Statement and joint covering letter in relation to discussions that have taken place regarding Motion 51 carried at last year’s Annual Conference and the wider discussions taking place in respect of moving Motion E3 forward.

 

The Postal Executive endorsed the Joint Statement at its meeting held on 7th February 2012 which now enables us to continue transformation discussions with confidence.

 

I am sure that we will all welcome the confirmation that both parties recognise that improving our agreements as we learn, finding mutual interest solutions and resolving people issues continue to be key principles in our relationship and approach to transformation.

 

Branches are requested to ensure that this LTB is circulated to all appropriate representatives and that our members are made aware of this communication.

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, e-mail: dwyatt@cwu.org quoting reference number: 730.01

 

Yours sincerely

 

 

 

 

Terry Pullinger

Assistant Secretary

 


 


Royal Mail 

 

 

 


We are pleased to attach a copy of the Joint Statement we have reached in regard to the review which has recently been jointly undertaken by Royal Mail and CWU on Mail Centre Rationalisation as part of the BT2010 Agreement.

 

The attached document builds on the feedback and lessons learnt from Royal Mail Managers and CWU Representatives, who have experienced and been involved in the process to date. We believe this improves, strengthens and builds on the good work undertaken thus far and that the clarity it offers will benefit the overall consultation process at both National and Local Level, and will further improve the people processes.

 

The Joint Statement is a key expression of our principled and mutual interest approach as we move forward with open joint consultation on transformation issues whilst jointly managing the people impacts.  Both parties recognise that resolving people issues is fundamental to the success of transformation.

 

On this basis we shall now be arranging National Processing Group (NPG) meetings to commence consultations on further transformation proposals building in the lessons learnt and contents of this Joint Statement.

 

 

Steve Cameron                                                                Terry Pullinger                                                                                                                                                                                                                      

Operations, Process and                                                  Assistant Secretary

Programme Director                                                         CWU.                                                                                                                               

 

 


 

 

ROYAL MAIL AND CWU JOINT STATEMENT REGARDING INTERPRETAION, LEARNING AND IMPROVEMENTS TO THE MAIL CENTRE RATIONALISATION AGREEMENT

 

 

It is confirmed that until any National discussions determine differently the principles regarding MTSF (VR and ETE) terms as detailed in the BT 2010 Agreement will be applied consistent with the NDG resolution.

 

In regard to further consultations an NPG meeting will be arranged for the 13th February 2012, to consider the next three Mail Centre consultations consistent with Para 5.1 of the BT Agreement.

 

It is accepted that in all Mail Centre reviews people issues will continue to be one of the key priorities with equal status with other priorities. The overarching objective to deliver the transformation in Mail Centres, as elsewhere within the business, will be without recourse to any compulsory redundancies.  The joint aim will be to develop an agreed approach to dealing with people issues in a way that meets this objective via a fully inclusive manpower/operational phasing plan for the whole of the scoped area.  Such plans should include current staff profiles, vacancies, earnings expectations, legacy bonus etc, other functional activities. In each case the overriding objective should be to confirm that the changes can be completed without recourse to compulsory redundancies/change to the full-time or part-time status of permanent CWU represented employees who wish to retain their current status, as soon as is practicable in the consultation process.

 

Royal Mail and CWU will develop joint preference exercises and where ‘Clear Choice’ is used then a joint session will be held between Royal Mail, CWU and the ‘Clear Choice’ provider to explain the roles and responsibilities of all parties in supporting the work to manage the people impact.  Good practice from completed schemes should jointly be reviewed and considered. for example, the ‘People 1st’ approach developed in the Midlands.

 

Both parties agree to ensure that the NPG agenda reflects all aspects of Para 5.1 of the agreement and to review major strategic issues, which will include agenda items from both parties.  An early example to be included is an update on Royal Mails future packet strategy. Equally, regular NPG meetings will review progress of current and future consultations.

 

We have discussed the lessons learned and agreed that the most recent review concluded in the Midlands was a good example of how both Royal Mail and the CWU have worked together and built in lessons learned after each review. Workshops/training sessions will continue to be developed to improve understanding in the following areas:

 

  • Traffic profiles
  • Quality statistics  and measurement
  • Key performance indicators
  • Manpower planning and financial investment
  • Modelling
  • Cost and benefits breakdown information, including VR costs

 

 

These sessions will also provide the facility for managers and CWU officials who have been through the process to share their experience and offer potential advice.  Both parties are equally committed at National level to review each consultation and continue to build in good practice and lessons learned into future reviews.

 

All relevant information will be provided via data packs as early as is practicable in the process and supplementary information requests will be provided in a timely manner to allow full and detailed consultation.  It is recognised that the anticipated timescales for consultation are influenced by the timing and quality of information exchange and will be adjusted accordingly.  Automation information such as kit to be utilised, strategy and its proposed site location, will be part of the initial presentation.  The CWU will table its responses in a timely manner and it is re-affirmed that all proposals will be meaningfully considered.

 

Where new builds are involved the CWU will be consulted and involved in the layout and facilities consistent with current employee and industrial relations commitments and business standards.

 

Information supplied by Royal Mail should be clearly classified as ‘Commercially Confidential’ or ‘Strictly Confidential’. Other information not marked confidential can be shared. It is recognised that ‘Commercially Confidential’ information may require a non-disclosure agreement to be signed by CWU Representatives.

 

Both sides recognise that it is important to establish the key individuals for the involvement processes.  One Divisional CWU Representative(s) for each of the IR Divisions affected should be appointed by the CWU and remain fully involved throughout the process including Technical Services Representatives, whilst identifying a lead CWU Representative for the overall project.  Equally, working groups should be established involving key Area CWU Representatives impacted, either by proposed concentration or de-concentration and ensure that all affected sites are represented and involved from the start.  Appropriate release time will be afforded for the analysis of data, preparation, attendance at meetings, learning/training modules and joint activity.

 

It is recognised that the CWU may seek independent advice to assist them in understanding any proposal and assist in developing any alternative ideas.

 

It is agreed that such initiatives require a high degree of commitment and participation if the changes are to be delivered smoothly and on time whilst maintaining morale.  Therefore regular joint communication where ever possible is considered the best approach and a crucial factor in such an initiative.  Joint communications should be agreed and carried out jointly where appropriate. 

 

Whilst joint communication should always be our preferred option of communication, exceptionally for the CWU to operate effectively and democratically it needs the active participation of its members. Therefore the CWU may wish to consult separately with their members. Where this will positively and robustly inform and support the consultation process, reasonable time during working hours will be provided for CWU members to be adequately updated, discuss progress and ratify proposals.  Such meetings should only be held with the express agreement from local management in regard to the appropriate time for such meetings to take place, with both parties ensuring the safeguard of customer service and a mutually convenient time which minimises any effect on the operation.

 

The learning experience and reinforcement detailed in this joint statement holds both parties to high standards with regard to involvement, relationships and trust.  Meeting these standards will develop mutual confidence that the resulting decisions will address the key issues detailed in this joint statement.  Against that backdrop, once consultation on changes are satisfactorily completed both parties will work together to implement the changes at pace.

 

Both parties are committed to the  BT2010 Agreement for Mail Centre Rationalisation and the continued development of the progress we have jointly made to date to build in lessons learned to future reviews. Furthermore it is jointly recognised that it is crucial to continuously improve the consultation process and the role of the NPG to support our Managers and CWU representatives in jointly developing mutual interest solutions in regard to transformation and the resolution of people’s issues.

 

 

Steve Cameron                                                                          Terry Pullinger

Operations, Process & Programme Director                 Assistant Secretary

Royal Mail                                                                                     CWU

 

 

 

 

 

 

 

The Highway Code - Driving in Adverse Weather Conditions (Paragraphs 226-237)

This Highway Code applies to England, Scotland and Wales. The Highway Code is essential reading for everyone. In Northern Ireland the Highway Code for Northern Ireland applies. This extract is being drawn out for the attention of Reps during the current onset of severe weather hits various parts of the country.

 

226

You MUST use headlights when visibility is seriously reduced, generally when you cannot see for more than 100 metres (328 feet). You may also use front or rear fog lights but you MUST switch them off when visibility improves (see Rule 236).

[Law RVLR regs 25 & 27]

 

Wet Weather

227

Wet weather. In wet weather, stopping distances will be at least double those required for stopping on dry roads (see Rule 126). This is because your tyres have less grip on the road. In wet weather

  • you should keep well back from the vehicle in front. This will increase your ability to see and plan ahead
  • if the steering becomes unresponsive, it probably means that water is preventing the tyres from gripping the road. Ease off the accelerator and slow down gradually
  • the rain and spray from vehicles may make it difficult to see and be seen
  • be aware of the dangers of spilt diesel that will make the surface very slippery (see 'Vehicle maintenance, safety and security')
  • take extra care around pedestrians, cyclists, motorcyclists and horse riders

Icy and Snowy Weather

228

In winter check the local weather forecast for warnings of icy or snowy weather. DO NOT drive in these conditions unless your journey is essential. If it is, take great care and allow more time for your journey. Take an emergency kit of de-icer and ice scraper, torch, warm clothing and boots, first aid kit, jump leads and a shovel, together with a warm drink and emergency food in case you get stuck or your vehicle breaks down.

229

Before you set off

  • you MUST be able to see, so clear all snow and ice from all your windows
  • you MUST ensure that lights are clean and number plates are clearly visible and legible
  • make sure the mirrors are clear and the windows are demisted thoroughly
  • remove all snow that might fall off into the path of other road users
  • check your planned route is clear of delays and that no further snowfalls or severe weather are predicted


[Laws CUR reg 30, RVLR reg 23, VERA sect 43 & RV(DRM)R reg 11]

 

230

When driving in icy or snowy weather

  • drive with care, even if the roads have been treated
  • keep well back from the road user in front as stopping distances can be ten times greater than on dry roads
  • take care when overtaking vehicles spreading salt or other de-icer, particularly if you are riding a motorcycle or cycle
  • watch out for snowploughs which may throw out snow on either side. Do not overtake them unless the lane you intend to use has been cleared
  • be prepared for the road conditions to change over relatively short distances
  • listen to travel bulletins and take note of variable message signs that may provide information about weather, road and traffic conditions ahead

231

Drive extremely carefully when the roads are icy. Avoid sudden actions as these could cause loss of control. You should

  • drive at a slow speed in as high a gear as possible; accelerate and brake very gently
  • drive particularly slowly on bends where loss of control is more likely. Brake progressively on the straight before you reach a bend. Having slowed down, steer smoothly round the bend, avoiding sudden actions
  • check your grip on the road surface when there is snow or ice by choosing a safe place to brake gently. If the steering feels unresponsive this may indicate ice and your vehicle losing its grip on the road. When travelling on ice, tyres make virtually no noise


Windy Weather

232

High-sided vehicles are most affected by windy weather, but strong gusts can also blow a car, cyclist, motorcyclist or horse rider off course. This can happen on open stretches of road exposed to strong crosswinds, or when passing bridges or gaps in hedges.

233

In very windy weather your vehicle may be affected by turbulence created by large vehicles. Motorcyclists are particularly affected, so keep well back from them when they are overtaking a high-sided vehicle.

 

Fog

234

Before entering fog check your mirrors then slow down. If the word ‘Fog’ is shown on a roadside signal but the road is clear, be prepared for a bank of fog or drifting patchy fog ahead. Even if it seems to be clearing, you can suddenly find yourself in thick fog.

235

When driving in fog you should

  • use your lights as required (see Rule 226)
  • keep a safe distance behind the vehicle in front. Rear lights can give a false sense of security
  • be able to pull up well within the distance you can see clearly. This is particularly important on motorways and dual carriageways, as vehicles are travelling faster
  • use your windscreen wipers and demisters
  • beware of other drivers not using headlights
  • not accelerate to get away from a vehicle which is too close behind you
  • check your mirrors before you slow down. Then use your brakes so that your brake lights warn drivers behind you that you are slowing down
  • stop in the correct position at a junction with limited visibility and listen for traffic. When you are sure it is safe to emerge, do so positively and do not hesitate in a position that puts you directly in the path of approaching vehicles

236

You MUST NOT use front or rear fog lights unless visibility is seriously reduced (see Rule 226) as they dazzle other road users and can obscure your brake lights. You MUST switch them off when visibility improves.

[Law RVLR regs 25 & 27]

 

Hot Weather

237

Hot weather. Keep your vehicle well ventilated to avoid drowsiness. Be aware that the road surface may become soft or if it rains after a dry spell it may become slippery. These conditions could affect your steering and braking. If you are dazzled by bright sunlight, slow down and if necessary, stop.

 

Yours Sincerely

 


Dave Joyce

National Health, Safety & Environment Officer

 

Tribunal fees weaken workers’ rights

31st January 2012

0 Independent arbitration service ACAS is "absolutely right" to express concerns over the introduction of employment tribunal fees, says CWU head of legal services Tony Rupa.

The comments came as an estimated three million workers faced being removed altogether from employment protection in April under new laws extending the qualification period for a tribunal from one to two years of employment.

And for those who stay in the same job long enough to secure legal protection, access to that protection will be restricted through the introduction of pre-trial fees for those taking cases to industrial tribunals. Complainants will be required to pay between £150 and £250 to file a claim and then a further£1,000 should this proceed to a hearing, while higher fees can apply when higher compensation awards are being sought.

With some 30 per cent of complainants on annual salaries of£15,000 or less, and around 70 per cent earning below the UK average - according to research by the TUC - concerns are high that these measures will impact disproportionately on vulnerable workers most in need of legal protection.

Independent arbitration service ACAS has warned that these measures could encourage company chiefs to adopt a more stubborn stance. "If a person has to make a payment for a claim, employers won't be that interested in early mediation," explained chief operating officer Andrew Wareing.

"This could result in it being more difficult to push a settlement (early on). It will be harder to help," Mr Wareing added.

0CWU head of legal services, Tony Rupasaid that Mr Wareing was "absolutely right to voice these concerns" and went on to accuse the Government of launching a "two-pronged attack" on workers' rights. "This involves first diluting those rights and then making it more difficult to go to tribunal in order to attain justice," he said.

Both government and employers have argued that reducing workers' rights in this way will help increase employment, but Tony disagreed, pointing out: "There is only one thing that creates more jobs and that is an order book.

"Weakening employment rights does not create an order book. It just makes it easier for unscrupulous employers to abuse workers and drive down terms and conditions.

"And the only sure way for workers to defend their rights at work is to join a union," Tony concluded.

 

3rd February 2012 

TO: ALL BRANCHES WITH POSTAL MEMBERS

 

 

Dear Colleague

 

PENSIONS UPDATE

 

Further to LTB 1078/11 issued on the 20th December, the Union has continued regular dialogue with the government and the Royal Mail Group covering the full range of pension issues.  The purpose of this LTB is to update Postal Branches on some of the key activities that are taking place. 

CWU Policy

 

In our discussions the Union has set out to both government and Royal Mail our policy positions and in particular the assurances we require before the pensions solution is implemented.  We have also had separate discussions with Royal Mail over our concerns on the new Defined Contributions Scheme, which applies for new entrants who joined after April 2008.

 

Secondary Legislation

 

In the last week, the Union has been provided with the Statutory Instruments of Secondary Legislation, due to go before Parliament, which subject to state aid clearance will implement the pensions solution.  The Secondary Legislation is very detailed and incorporates the mechanics and rules of how the new government scheme will operate, how the split of assets and liabilities will be undertaken and the various safeguards required to protect members’ pension benefits.  The legislative documents are currently with our lawyers and independent pension actuaries.  Further dialogue will take place as appropriate.

 

Ongoing Work Streams

 

In our meetings the Union is regularly updated on the various work streams that are taking place in the background to support the pension changes that are due to take place on the 1st April 2012, subject to state aid clearance. 

 

As part of this a team from CWU Headquarters has visited the Pensions Administration Centre in Chesterfield, to observe the work required to facilitate the distribution of members’ future pensions information.



A key work stream is the split of assets and liabilities at the point of transfer.  This is about ensuring that the remaining RMPP Scheme is fully funded going forward, with not just the right level of assets - but also the right quality.  Although the Pensions Trustees have a legal responsibility to oversee this work, the Union has also engaged our own independent actuaries, who we want to also verify the process.  This work stream also covers the further split of assets and liabilities as part of the sectionalisation of the Royal Mail and POL schemes going forward.

 

Governance

 

The make up of the governance group for the new government scheme has been agreed and the CWU will have two nominees on this group.  Given that this scheme is unfunded (i.e. no investment decisions required) this governance group will not have the same level of responsibilities as a normal trustee board.  An independent Chair, Alan Pickering, has been appointed to lead the governance group.

 

Communications

 

The Pension Trustee Board has shared with us the communications they are planning in the coming weeks to explain what the government’s pension solution means to members of the scheme.  We are also participating in a wider Stakeholder Forum that is discussing the need for accurate and timely information. 

 

Separate from the above a CWU pensions pamphlet is being produced and this will set out a broader position covering the full range of pension issues. 

 

Next Steps

 

You will see from the aforementioned that there is a lot of activity taking place on both the detail of the pension solution and the broader issues involved. 

 

It appears there is now a high degree of confidence that the decision on state aid will be finalised in time for the pension solution to be implemented in April 2012. 

 

In the meantime, our meetings and the activities outlined in this LTB will intensify over the next few weeks. 

 

A further report will be issued in due course.

 

Yours sincerely

 

Dave Ward

Deputy General Secretary (P)

 

 

Dear Colleagues

 

 

Labour’s links with the Trade Unions

 

The attached document – “Labour’s Link with the Trade Unions” - will be of interest to branches.

 

Any enquiries on this LTB should be addressed to the General Secretary’s Office quoting the reference GS.14.0

 

Yours sincerely

 

 

 

W HAYES

General Secretary

 

  

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TO: ALL BRANCHES WITH POSTAL MEMBERS

 

 

 

Dear Colleague

 

Angard AND Agency Staff Recruitment

 

Further to LTB 1063/11 forwarded to Branches on the 15th December 2011. 

 

Please find attached a PDF Leaflet to assist Branches in the recruitment of Angard and other Agency Workers in Royal Mail.  The Leaflet can be found on the JOIN US Section of the CWU National Website under Angard.  To download the Leaflet for printing please go to: http://www.cwu.org/join-cwu-postal.html

 

 

 

 

 

 

Any Branch who requires any assistance in this matter should contact Lynn Browne on 07753 776 364 or email lbrowne@cwu.org.

 

Yours sincerely

 

 

 

 


Dave Ward                                        

Deputy General Secretary (P)           

 

CWU supports Cervical Cancer Prevention week

23rd January 2012

CWU members are marking Cervical Cancer Prevention Week (22-28 January) by raising awareness of the condition and urging women everywhere to make full use of the screening and treatments available.

0The union's national health, safety and environment officer Dave Joyce said: "This week's activities are part of a European-wide initiative lead by European Cervical Cancer Association (ECCA) and our department will be working with the Jo's Cervical Cancer Trust(JCCT) charity as we have in previous years.

Between the ages of 25 and 49, women are advised to have a screening every three years, and every five years after 50.

"Cervical cancer is one of the more preventable cancers, and preventative measures are widely available, but, sadly, too many UK women are either unaware or unwilling to participate," Dave continued, adding: "In 2010, for example, one-in-five - 20 per cent - did not take up their invitation for cervical screening, while only 50 per cent of girls offered the HPV vaccine in the catch-up programme have elected to have this potentially life-saving jab.

0 "Raising public awareness is more necessary than ever and this is exactly where Jo's Cervical Cancer Trust needs help - to run local awareness campaigns to highlight the importance and the necessity of cervical screening," Dave explained.

Cervical Cancer Prevention Week activities that CWU members will be supporting include distributing posters, leaflets and postcards in workplaces, displaying posters in prominent places - including in the ladies loos! - organising awareness raising events, and/or highlighting the issue in branch newsletters and other communications.

If you want to get involved in this week's activities - which are aimed at helping save women's lives - you can download campaign materials by visiting Jo's Cervical Cancer Trust. Or ring the Jo's Trust office on 020 7936 7498 to find out about events and activities near you.

If you are concerned about the condition, or if you have any further questions, you can contact Jo's fully confidential Cervical Cancer Trust - 'Ask The Expert'.

                                     

 

 

 

To All Postal Branches

To All Divisional Representatives

To All Area Processing Representatives

 

 

Dear Colleague

 

Mail Centre Budgetary Savings

 

The department received feedback at a recent Divisional Representatives’ meeting that that Mail Centre managers had been charged with achieving a generic and arbitrary 7% budget saving in all Mail Centres.  Representation has been made to the business and the department has received a response from Steve Cameron, Operations, and Process & Programme Director.

 

Mr Cameron has categorically stated, and I quote:

 

‘There is no standard arbitrary 7% savings target for all Mail Centres’

 

This information should be used by all Area Processing representatives to challenge back on any local proposals presented under such a banner.  All local negotiations should be conducted consistent with the BT Agreement and all other relevant National agreements.

 

In regard to the BT Agreement, management may well quote the generic section on productivity and bring everyone’s performance up to the top 10%.  However, it should be noted that talks on this measurement system are still taking place at National level and have not yet been concluded.

 

There has not been any new revisions agreement for Mail Centres since RRP, although the PBS agreement did include a 12 step revision process.  As far as the department is concerned in the absence of any new revisions process these agreements are still relevant and should be used in conjunction with the IR Framework to ensure a professional response to any managerial performance proposal.

 

To ensure consistency in our position the above is also supported by the LTB 219/2011 issued by the previous ‘Indoor Department’ at CWU HQ on the 8th March 2011.  It is our opinion that any proposals, be they based on BSI, upper decile or top 10%, are all one and the same and should be responded to accordingly.

 

Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, email dwyatt@cwu.org, quoting reference 711.03.

 

Yours sincerely

 

 

 

Terry Pullinger

Assistant Secretary

 

TO: ALL BRANCHES WITH POSTAL MEMBERS

 

 

Dear Colleague

 

BUSINESS TRANSFORMATION – UPDATE ON NATIONAL TALKS

 

The purpose of this LTB is to update Branches on developments since the publication of LTB 1080/11.

 

BACKGROUND

 

In December the Postal Executive took a decision, which was communicated to all Branches, to give Royal Mail a deadline of week commencing 16th January to address the Union’s growing concerns, predominantly in delivery, that were seen to be undermining the successful deployment of the Business Transformation Agreement. 

The Deputy General Secretary was asked to write to the Chief Executive of the company explaining what the problems were and stating that if we could not make sufficient progress by week commencing the 16th January, then we would be advising our members to suspend all involvement in revision activity. 

 

This decision followed an earlier report to the Postal Executive and subsequent LTB from the Outdoor Secretary Bob Gibson, which responded to Royal Mail’s unilateral actions in the field and placed an embargo on the Royal Mail indoor workflow process. 

 

In line with the overall policy, the Deputy General Secretary wrote to the Chief Executive and the relevant national officers also held meetings with Royal Mail.  The Postal Executive agreed to meet on the 18th January to review progress and take appropriate decisions. 

 

ISSUES CONSIDERED BY THE POSTAL EXECUTIVE AT ITS MEETING ON THE 18TH JANUARY

Accordingly, our meeting took place on the 18th January 2012 and to ensure the Postal Executive had an informed debate full consideration was given to the following:-

 

 

  

 

  • A report from the Outdoor Secretary on progress in Delivery – The Outdoor Secretary provided a full report on recent meetings that have taken place with Royal Mail and ACAS.  The report confirmed that progress had been made on BSI (RM work targets) and model week calculations, all of which could eventually have a positive impact on workload issues.  However, the report also highlighted continuing issues over Royal Mail’s workflow process.  The report also confirmed that a programme of ongoing meetings had been agreed with Royal Mail to bring current issues to a resolution.
  • A Letter from the Chief Executive received on the 17th January - The Postal Executive was provided with a letter from the Chief Executive in response to the letter sent from the Union outlining our concerns.

    In the letter the company recognised, for the first time, the delivery problems that are being caused by the frequency with which employees are asked to cover the routes of colleagues and that this is causing a great deal of strain in day to day workload issues.  The company has now agreed that it is timely and appropriate to revisit the business guidelines on these issues. 

    On wider issues, the Chief Executive’s letter also confirmed the company’s view that a fundamental change to governance models across the company, alongside industrial peace is now essential.  In particular, the letter highlighted an acceptance from the company that unless we can jointly change overall relationships at local level, the company will never succeed.  To some extent these commitments reflect the Union’s policy to secure a new governance model and we welcome the opportunity to engage in more meaningful discussions that will transform local relationships and finally end managerial command and control that continues to be a barrier to progress.

    The letter went onto commit to more urgency in concluding wider national talks.  In these talks the Union has been pursuing key issues on extended job security, reviewing MTSF, World Class Mail, 2013 pay and general reward, including Colleagueshare.  Separate from this and in line with earlier commitments from the business, the company again confirmed their willingness to very quickly finalise 2012 pay. 

    On the basis of the aforementioned the letter was seen as helpful, although some issues require further clarification.
  • Processing Issues- Although not specifically part of the original decision, the Executive also considered a report from Terry Pullinger on the discussions taking place over strengthening the Mail Centre review process in line with Union policy. 
  • Reports from CWU Divisional Representatives - Prior to the Postal Executive meeting a Joint meeting had been held with Divisional Representatives where the Executive had the opportunity to listen firsthand to the views of our Divisional Representatives on what the current state of play was in their respective areas.  This was also supplemented by written reports.

 




OUTCOME OF THE POSTAL EXECUTIVE MEETING ON THE 18TH JANUARY

 

Having taken full account of all the above mentioned the Postal Executive agreed the following policy:-

 

  • The Executive was unanimous in the view that whilst problems remain, sufficient progress had been made and that at this stage it would be both unproductive and premature for the Union to impose a full embargo on all revision activity.
  • It was agreed that separate from our talks with Royal Mail, there is now a need for the Union to be crystal clear to our Representatives and members on the key principles and benefits that we expect to be part of every local revision going forward.  This is in response to concerns that in some locations the agreement is either being misrepresented or watered down.  The Executive will meet on the 24th January to confirm these key principles and they will then be communicated throughout the Union and into every workplace.
  • In light of the response from the company, the Union is immediately seeking to prioritise negotiations with an agreed timetable for conclusion of current talks in delivery and the wider issues contained in this LTB.  The Executive want to be in a position where these timetables are confirmed at our next meeting on the 24th January.
  • Given that the issue of indoor workflow has not been resolved and that further talks are planned to address this issue, the Executive agreed to maintain the current embargo on the workflow process.  Further information on this will be sent out by the Outdoor Secretary in due course.

 

SUMMARY

 

The Union continues to recognise the need to deploy the Business Transformation Agreement in all locations and we remain fully committed to the terms of the National Agreement.  However, it is crucial that what actually takes place in local revision activity reflects the agreement and in particular that our members receive the full benefits that are due.  A further letter has been sent to the Chief Executive explaining the outcome of the meeting.  A further report will be issued in due course.

 

In the meantime, any enquiries on the general issues contained in this LTB should be directed to the DGS (P), specific enquiries on functional issues should be directed to the relevant officers.

 

Yours sincerely

 

 

 

Dave Ward                                                                            Bob Gibson

Deputy General Secretary (P)                                                 Assistant Secretary

 

 

Terry Pullinger                       Ray Ellis                                  Andy Furey

Assistant Secretary              Assistant Secretary              Assistant Secretary

 

TO: ALL BRANCHES WITH POSTAL MEMBERS

 

 

Dear Colleague

 

Royal Mail Work Experience Programme

 

Branches are informed that the union has been in discussion with Royal Mail over a proposal for the business to participate in a government initiative to provide work experience to unemployed 16 – 24 year olds.   The initiative coordinated by Job Centre Plus is designed to provide participants with an introduction to the world of work and enhance their prospects of finding employment in the future.    Following extensive discussion and clarification the union is happy to support the initiative which will be deployed from January 2012 on the following basis.

 

  • Royal Mail will offer 10 placements per region. 
  • Placements will be for duration of 4 weeks (25 – 30 hours per week).
  • Job Centre Plus will nominate candidates who will be subject to Royal Mail vetting procedures.

 

To ensure that the programme produces the optimum outcome for the participants with the minimum impact on normal operational arrangement, the following criteria have been agreed.

 

  • CWU IR and H&S Representatives will be informed in advance if a Work experience placement will take place in their unit.
  • Placements may be in Delivery units or Mail Centres and will be targeted on units where a Workplace Coach is in place.
  • Placements will avoid units where there is current Business Transformation revision activity.
  • CWU Reps will be invited to participate in induction meetings for Work Experience candidates, to explain the role of the union in the workplace.
  • Familiarisation training will primarily be undertaken by Workplace Coaches although some mentoring may be requested of members of staff.   Participation in mentoring activities will be voluntary.

 

 

Following this initial deployment the programme will be the subject of a joint review between the Royal Mail and the CWU at national level prior to any further ongoing or expanded commitment.  

 

To support the deployment the following Joint Statement has been agreed.

 

“Royal Mail has committed to participate in a new government initiative to offer young people the opportunity to gain valuable work experience within a business, which will have a positive impact upon their confidence, their employability and their future prospects.   Following full consultation on the detail of the initiative the CWU are pleased to support the Royal Mail Work Experience Programme and would encourage our representatives and members to ensure that the Work Experience participants placement with Royal Mail is a positive experience that will reconnect them to the world of work.”

 

Any enquiries on the above LTB should be addressed to the DGS (P) Department quoting reference NC/24005.

 

Yours sincerely

 

 

Dave Ward

Deputy General Secretary (P)

 

7 January 2012

   

Mail Centre Rationalisation : Rumours are abound that the Process element of work is to close earlier than expected, I can assure everyone that to date this is not the intention and the original proposed date of 2015 is still RM target date. That's not to say that they will be looking to scope / have feasibility studies over the coming months at further options.

There has not been any project board meetings since last November 2011 due to Christmas pressure!

However, a latest C&N update notice has been circulated stating that they are looking at a possible option of moving MGV work to Sheffield MC.  If this is indeed the case then it would be appropriate to include MGV drivers to open a Clear Choice Centre to deal with the personal issues / choices!!!

 

POSTAL SECTOR

 

ANNUAL REPORT

2011/12  

 

 

 

 

POSTAL ANNUAL REPORT 2011/12 CONTENTS

 

 

 

Contents

 

 

 

 

Introduction by – Dave Ward DGS (P)                                                    -                         2

Introduction by - Jane Loftus - Chair                                                      -                         3

 

SECTION 1 – Postal Industry General Matters                                       -                         4

 

SECTION 2 – Postal Industry Pay and Related Matters                        -                         9

 

SECTION 3 -  Sectional Issues                                                                

 

  • 3A – Royal Mail Letters                                                       -                       14

 

  • 3B – Packages and Express                                               -                       19

 

  • 3C – Counters and Cash Handling                                     -                       20

 

  • 3D – Postal Technical Services                                          -                       21

 

SECTION 4 – Postal Industry Organising (including Training,

                        Equality Issues and Postal Regulation)                            -                       23

 

SECTION 5 – Officers and Advisors                                                         -                       24

 

 

 

 

  

 

 

 

 

 

 

 

 

 

 

 

 

 

INTRODUCTION

 

 

INTRODUCTION

 

 

Dear Colleague

 

Welcome to the Annual Report.  The content has been compiled by the relevant CWU National Officers and covers the work undertaken by the Postal Executive in 2011.

 

Although the report is a record of the subjects we have been dealing with - in itself - it does not begin to tell the story of the scale of change taking place within the Postal Industry. 

 

Our members now work within a much harsher business environment, and the combined challenges of competition, pensions deficit, modernisation, the digital revolution, privatisation and separation of Post Office Limited, are unprecedented. 

 

To address these issues, the terms of Emergency Motion 3, agreed at Annual Conference, set out a very clear direction for the Union.  Increasingly, this will mean dealing with the impact of the Postal Services Act and developing new strategies that protect our members and maintain the role of the Union in all eventualities. 

 

Undertaking Business Transformation was never going to be easy, but CWU members do now recognise that change is necessary to sustain long term jobs and the future of the company.  The debate is no longer about whether we change – but how we change.  Unfortunately, the task has been made even harder by some actions of the company, prevailing economic conditions and the destabilising political background.

 

We all know that 2012 will be a crucial year and the Union remains committed to deploying the agreements we have reached.  We continue to recognise the wider business context – but, where necessary, we will also hold the company to account. 

 

There remains a lot of work to do to truly align the interests of our members, customers and the company.  In 2012, we will also need to take further steps to implement positive reform of the Union.


With your support the CWU is ready for the challenge.

 

 

 

 

Dave Ward

Deputy General Secretary (P)


INTRODUCTION

 

 

 

INTRODUCTION

 

 

 

 

Dear Comrades

 

All of us will have been affected by the Tory led coalition cuts and attacks on services. The levels of attacks are unprecedented and will continue for the foreseeable future. Trade Unions, communities and social movements have united together to fight job losses, pension attacks, wage cuts and general attacks on ordinary workers living standards. The Government, led by millionaires, want us to pay for the banking crisis that they created and have benefited from. The CWU has rightly stood shoulder to shoulder with workers taking action, no matter how small or large the dispute. Capita workers are a good example and show how a small workforce can impact on a multinational by defending their working conditions. Many CWU workplaces have balloted and won decisive YES votes, which have ensured a resolution to disputes that different sections have been involved in.

 

The Postal Executive have been working with Branches to put in place our organising strategy, “Meeting the Challenge”. This will assist building active workplace representation in these difficult times thus, ensuing members participate and get active in campaigns and involved in the workplace supporting their representatives. There will be problems ahead and the CWU will not be immune from Government and Employers attacks. A strong united and fighting Union will ensure victories for the future.

 

The first Policy Forum was held in November and set a model for democratic decisions to be made as, and when, required. The Postal Industry Report and Conference now includes opportunities to set policy on all issues affecting the Postal Sector from Organising to Regulation, as well as work place issues. This is a welcome move and will inform how we work at National, Regional, Divisional and Local level that best represents the members. 

 

Together, organised, united and defending workers, we can stop the Government and Employers making us pay for their greed, while the rich get richer and the poor get poorer.

 

 

Jane Loftus

Chair, Postal Executive

 

 

 

 

 

 

 

 

 

 

 

 

 

 

POSTAL INDUSTRY GENERAL MATTERS

 

 


SECTION 1


 

EU State Aid

 

At the time of writing this Report, the process for securing State Aid is well underway and regular meetings are taking place between the European Commission, the Government and the Royal Mail Group.  These meetings are testing the State Aid case put forward by the Government against the viability of the company’s restructuring plan and the rules laid down in Europe for clearing such cases.  Having made a strong submission to the European Commission, the Union continues to press for clearance of State Aid without any onerous conditions that would impact adversely on our members or the company.

 

We pursue CWU policy in regular dialogue with the Minister, the Shareholder Executive, Senior Management, and directly with the European Commission.

 

We anticipate that a final decision on State Aid will be around April 2012. 

 

Pensions

 

A comprehensive Pensions Policy Document was submitted to our first ever Policy Forum.  The outcome was that we adopted Pensions Policy in a number of areas and this continues to be addressed with the company and the Government both separately and in tripartite Meetings.

 

Regulation

 

Over the course of the year we have begun to see a shift in the balance of forces on regulation away from the competitors and towards a more level playing field and Royal Mail as the USO provider.  This has been achieved through the work we have jointly undertaken with the company and our lobbying during the passage of the Bill through to the royal assent of the Postal Services Act 2011.  Further evidence of this can be seen in Ofcom’s first Consultation Paper.  At the time of writing this Report, responding to the Ofcom Consultation, which concludes in early January 2012, is now an immediate priority. 

 

 

Privatisation/Employee Ownership

 

In line with CWU policy, we continue to oppose privatisation, whilst recognising that the Union must deal with the industrial impact of the Postal Services Act. 

 

In meetings with the Minister, the Union has made it clear that we expect to be fully involved in the shape and type of sale, should it proceed, alongside the construction of any Employee Ownership Scheme.  At meetings with the Minister it has been confirmed that there was no real prospect of a sale taking place in 2012. 

 

POL Separation

 

The Union has held a number of meetings with the company on all the issues associated with the separation of Post Office Ltd.  This includes formal consultation over the transfer of employees to Post Office Ltd as a separate company.  At the time of writing this Report the company had indicated that they expected separation to go ahead around April 2012

 

PO Mutualisation

 

While Post Office Ltd cannot be privatised, the Postal Services Act gives the government the power to transfer its share in POL to a mutual, subject to approval from both Houses of Parliament. The government initially commissioned Co-operatives UK to conduct a study into the options for mutualisation of the Post Office, who engaged with the Union as one of a number of stakeholders. This was published in May, making recommendations on the form a mutual Post Office should take.

 

Over the summer we met with the Shareholder Executive and civil servants from BIS to engage with them on this and the government’s consultation on mutualisation, which was published in September. While the government was clear it supported mutualisation, we successfully argued that the consultation should not treat this as a foregone conclusion and had to include a question on whether this was a

 


POSTAL INDUSTRY GENERAL MATTERS

 

 


more appropriate model than state ownership. The deadline for the consultation was in December and we made a detailed submission to this raising our concerns on mutualisation and arguing that any change in the model would need to protect and enhance the voice of employees and the Union. We continue to engage with BIS on this as part of our meetings on the future of Royal Mail following the Postal Services Act.

 

Royal Mail Group Financial Results

 

Royal Mail released their financial results in March 2011 and are summarised as follows:

 

    • Overall group profits fell to £39m from £180m.
    • Mail volumes continued to fall down a further 4% from 2010.
    • Overall group revenue fell from £9.3bn to £9.2bn.
    • The UK Letters/Parcels business lost £120m.
    • Post Office Limited made a profit of £21m down from £33m.
    • Post Office Limited Revenue fell by a further £60m.
    • 5,500 people left the company in 2010 (this included approximately 2000 Managers)

 

The half yearly results were communicated to Branches via LTB 543/11.

 

ColleagueShare

 

Royal Mail released their interim valuation, which included a report that the value of the ColleagueShare payment would be zero.  Resulting from this announcement a series of meetings were held at which the business provided a comprehensive breakdown of the information used to value ColleagueShare.

 

Resulting from these meetings the CWU told Royal Mail that their explanation was unacceptable and, that due to actions taken by the company by introducing a new business plan, they had worsened the terms and conditions of CWU members.  The Union called upon the company to either maintain the value of the ColleagueShare payment or renegotiate an alternative benefits structure for CWU members.

 

The endorsement of Emergency Motion 3 at the Postal Constituency Conference sets out a clear policy on the issue of ColleagueShare, which is being pursued in the current national negotiations.

 

Independent Assessment of Royal Mail’s Restructuring Plan/Finances

 

In line with the National Joint Statement, the Union has engaged an independent company to assess the overall viability of Royal Mail’s Restructuring Plan and the state of the company’s finances.  The independent company has been given access by Royal Mail to all the information required to enable the independent analysis to be concluded.  At the time of writing this Report, we anticipated this piece of work will be finalised in January and reported to Postal Branches, while respecting areas of commercial confidentiality.

 

Angard

 

In September, LTB 804/11 was circulated to Branches and it provided an update on Angard Staffing Solutions.  Angard Staffing Solutions Limited is a new company set up in partnership with Reed Specialist Recruitment Limited to provide agency resource to Royal Mail.  Angard is a company wholly owned by the Royal Mail Group. 

 

The Union met with Royal Mail in September. At this meeting we raised a number of issues, e.g. Trade Union recognition in Angard, operational staffing arrangements, local industrial relations, etc.  The Recruitment and Workplace Organisation Group are currently considering what further actions/recommendations need to be introduced to promote recruitment of Angard staff into the CWU.

 

At the time of writing this Report, further meetings are being arranged with Royal Mail to progress this subject. 

 

CWU/RMG Joint Statement National Talks

 

The endorsement of Emergency Motion 3 at the Postal Constituency Conference led to the Union holding a series of meetings with Royal Mail.  These meetings focused on the


POSTAL GROUP INDUSRY GENERAL MATTERS


 

 

internal and external issues affecting the future of the company and the workforce, including the prospect of privatisation, the separation of Post Office Limited, Business Transformation, the new Business Plan and ColleagueShare.

 

Eventually the following Joint Statement was agreed between the Union and Royal Mail:

 

“ROYAL MAIL/CWU JOINT STATEMENT – NATIONAL TALKS

 

Our respective senior teams, led by Moya Greene and Dave Ward, held a review day on 19 July to look at the impact of recent internal and external developments affecting the future of the company.  It was a constructive meeting which identified the key challenges facing the company and its employees and agreed the importance of working together to address these challenges and the concerns of the workforce. We agreed on a programme of national talks which will be wide ranging and structured around three key areas.

 

  • Issues associated with the Postal Services Act.
  • Issues affecting employees across Royal Mail, Parcelforce Worldwide and Post Office Limited including ColleagueShare and pensions.
  • Issues in the deployment of the Business Transformation Agreement, identifying any problems and agreeing appropriate actions to get transformation back on track.

 

The Joint Statement was communicated to postal Branches along with an individual letter to members, which positioned the Union and the policies we are pursuing in our national talks with Royal Mail.

 

Since the publication of the Joint Statement a number of meetings have been held with Royal Mail and progress has been reported in various LTB’s.

 

Parcelforce Central Billing Agreement

 

In line with the Parcelforce Pay Agreement 2011, the long standing issue around Central Billing for Parcelforce was resolved and an agreement reached in regard to Central

 

 

Billing.  The process was communicated to Branches via LTB 641/11. 

 

Network

 

In line with the RM Transformation Agreement, revision activity has been taking place across all sections of the Network business, i.e. VOCs, RDCs and Walk Bundling Centres, to secure lump sum payments and, where applicable, reductions in the working week.  At the time of preparing this report a large number of sites have agreed their revisions and payments have been made in accordance with the agreement.  In the remaining sites discussions are continuing with an aim to secure the benefits for 2011.

 

Catering Reviews

 

Due to the effect of the modernisation programme currently underway in Royal Mail, and the cost cutting measures being applied by the business, the provision of catering is an ongoing issue with Royal Mail.

 

At the time of compiling this report the advice issued to Branches in LTB 690/10 remains in place and the issue is the subject of continuing discussion with both Royal Mail and Quadrant.

 

Delivery Office Closures

 

The issue of Delivery Office closures has continued to be a thorny one between Royal Mail and the CWU, both at National and Local level. Despite agreement at the National Deployment Group for a separately negotiated agreement around the issue, progress has been frustrating to say the least. At the date of publishing, further meetings and exchanges of drafts has taken place with further meetings arranged. Peter Keenlyside is leading discussions on behalf of the department.

 

Local Branches have continued to challenge decisions to close offices where the move has not made sense, with some reported high profile successes. Efforts continue to reach an acceptable agreed position.

 

 

 

 

 


POSTAL INDUSTRY GENERAL MATTERS


 

 


New Technology/Walk Sequencing

 

Walk Sequencing Machine rollout is now well established and, if anything, ahead of planned timescales.

 

The planned introduction of Advanced Technical Tasks for CSS Machine Operators has not been concluded to date and the range of tasks has still not been agreed. Discussions continue to find a safe range of tasks that a CSS Technical Operator can perform, negating the need for Royal Mail Engineers to attend the MPU.  The CWU claim for reward in respect of the Technical Operator remains unresolved. Dave Joyce, Health, Safety and Environment National Officer, is now involved in the safety aspect of the proposed trials.

 

Transfer Policy

 

Individual issues arising with regard to transfers are still dealt with by Mark Baulch, PEC member. However, the Transfer Process is now enveloped into the PSP system, which is a separate entity.

 

PSP

 

PSP continues to be rolled out across the UK. A national joint statement was issued in September 2011. Dialogue between Royal Mail HQ and CWU HQ continues on a regular basis and picks up any problems reported in the intervening period.

 

POL Crown Offices

 

The Future of the Crown Office Network: Crown Transformation Talks

 

Crown Transformation talks are taking place with Territorial Representatives, supporting the National Officer in four strand working. Ian Ward and Carl Maden, Postal Executive members, are also involved in the National Talks and attended a national board meeting on 8th November 2011.

 

As part of the 2010/12 pay agreement, a one year extension of the guarantee of 373 Crown Offices was agreed until 31st March 2012.  There was also a review clause which

allowed us to jointly review in September 2011.  As a consequence of our

representations, this has now been extended by a further six months, until 30th September 2012.

 

Post Bank

 

The Post Bank Coalition continues to meet on a regular basis to discuss strategies for promoting ways to sustain the Post Office Network.  It was disappointing that the Coalition Government vetoed our proposals to bring new revenue to the Post Office via a

Post Bank; in their Post Office strategy  document

 

Securing the Post Office Network in the Digital Age’.  

 

The Government has pledged that there will be no programme of closures over the course of the current Parliament, and that the current level of subsidy will continue until 2015; however, the future of the network is far from secure.  The Post Bank Coalition have decided to focus our campaign on criticising the current government’s plans, as we are concerned that Network Transformation will mean a fundamental shift in the way the business operates with a number of services being removed from Post Offices, and the onus being on the private sector to promote postal services.  As a consequence, we have agreed a statement of values which can be found at:  http://www.cwu.org/42032/people-s-bank.html

 

We held a meeting with a number of stakeholders on Tuesday 14th December to present our statement of values and to garner potential support for lobbying activity in the New Year, as well as asking them to sign up to our Post Bank Coalition.  Attendees were: Citizens Advice Bureau, Consumer Focus, Rural Shops Alliance, Age UK, Association of Convenience Stores, Women’s Institute and Action on Hearing Loss.  The meeting went well with an excellent roundtable discussion on issues affecting users and suppliers of the Post Office network and Postmasters.    The Post Bank Coalition will meet in the New Year, to discuss how we continue dialogue with these groups and lobby Parliament with our concerns. 

 

 


POSTAL GROUP GENERAL MATTERS

 

 


Postmasters

 

Our campaign to recruit Postmasters into the CWU began in earnest in September.  We have been successful in gaining a healthy number of new recruits.  Nippy Singh (Chair) and Mark Baker (Vice Chair), of the new Postmasters Branch have been helping the department understand the details and nuances of dealing with the problemsPostmasters face.   Being involved in this sector has strengthened our position in our overall campaign to lobby Government to sustain the Network.

 

Many of our Territorial and Area Representatives recently attended roadshows held by POL for Postmasters in November.   Our attendance was worthwhile, and we were able to talk to Postmasters about our campaigning activities as well as encourage them to join.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


POSTAL INDUSTRY PAY AND RELATED MATTERS

 

 


SECTION 2


 

Joint Statement – Clarification of Basic Pay Supplements (Tagging)

 

Following a series of meetings with Royal Mail, the Union agreed a Joint Statement which resolved a number of outstanding pay issues linked to the Business Transformation Agreement and the methods used by the business in functionally tagging employees.

 

Resulting from this statement a number of CWU members who had previously been tagged to the Distribution Function will now be reallocated to the Delivery Function and receive the Delivery Pay Supplement.

 

The Joint Statement contained an agreed definition on what constituted a hybrid duty in relation to Collection Hubs and Delivery Units.  The Joint Statement also put in place a clear procedure designed to assist Branches in their negotiations with Royal Mail when introducing hybrid duties which attract the higher basic pay supplement (Delivery).

 

At the time of writing this Report the issue of Professional Drivers working in Delivery Units and not receiving the Delivery Pay Supplement remains outstanding.  Ongoing meetings with the business are taking place, however, the matter has been complicated by wider business policy and discussions on the overall Professional Driver Grade Agreements.

 

Parcelforce Pay

 

Following the Annual Conference 2011, the Parcelforce Pay Agreement for 2011 was overwhelmingly endorsed by members in an individual members’ ballot.

 

The highlights of the agreement were as follows:

 

Stage 1

 

  • 2.6% increase on all elements of pensionable and non-pensionable basic pay, plus SA, overtime, all allowances and pay ranges etc backdated to the 1st April 2011.
  • £600 lump sum upon the acceptance of the agreement.
  • £7 increase in the payments made in the payments through achievement of new targets in the First Time Delivery scheme.

 

Stage 2

 

  • A further consolidated remuneration sum, equivalent to a weighted average of £67 will be applied to annual basic pay, pro-rata to less than full time staff, with full flow through as applied at Stage one.
  • Ambition to achieve a further £400 lump sum. The £400 could be achieved at incremental stages dependant upon additional initiatives being able to deliver savings/benefits.  The agreement also recognises that whilst the £400 is an ambition and that both parties are committed to achieving it, that there is also the potential for more should initiatives determine.

 

At the time of compiling this report, the terms of the agreement had been met with regard to pay increases and talks were continuing with the business in relation to the release of the £400 payment.

 

The next pay review is for the 1st April 2012.

 

Quadrant Pay

 

Following Annual Conference 2011, the department wrote to Quadrant Catering regarding the policies that were carried which centered mainly around pay issues.  A meeting was arranged for 19th September 2011 to initiate discussions for the claim in regard to Quadrant Pay 2011.  Negotiations have been somewhat protracted and at the time of compiling this report negotiations were continuing in regard to the pay award for 2011/12.

 

IOM Pay

 

Following protracted and extremely difficult negotiations, due to the economic situation and Government pay freeze on the IOM, a ballot for industrial action was undertaken, which was overwhelmingly endorsed by the IOM membership.  An agreement was subsequently reached between the CWU and


POSTAL INDUSTRY PAY AND RELATED MATTERS

 

 


IOM Post in September 2011.

 

The agreement included rises in basic pay, added job security and protection of pensions and was endorsed by a mass meeting of the members.

 

The highlights of the agreement were:

 

  • 3.5% pay increase backdated to April 2011.
  • RPI calculation of pensions benefits retained
  • Compulsory redundancies ruled out.
  • An improvement to voluntary redundancy arrangements

 

The next pay review will be April 2012.

 

Royal Mail Specialist Services (Incorporating Same day)

 

Branches will recall that it was communicated via LTB 286/10 that Royal Mail Specialist Services (incorporating Same day) became a stand alone business unit during the Royal Mail Transformation Agreement discussions, with the commitment that the same value of the Royal Mail final reward would be honored.

 

In line with the RMSS Business Transformation 2010 and Beyond Agreement, it was confirmed by the business in September 2011 that the necessary targets had been achieved and the £400 lump sum would be paid.  However, due to the nature of the business, a pragmatic approach was taken to the introduction of the Shorter Working Week element of the agreement, and this information was communicated to Branches and representatives via a joint statement attached to  LTB 781/11.  At the time of preparing this report no problems regarding the SWW arrangements have been reported to the department.

 

Romec Pay 2011

The 2011 pay agreement was delayed due to the Romec engineering dispute. A settlement was endorsed by Engineering and Cleaning grades in individual members’ ballots in the autumn. The result was reported in LTBs 845/2011 and 848/11.

The agreement provided for a 2% increase for all grades from 1st October 2011 with full flow through to allowances and overtime, plus an additional £225 unconsolidated lump sum pro rata for less than full time employees.

 

Engineering Parcelforce Pay 2011

 

At the time of going to press, two meetings have taken place and a revised offer is awaited.

 

Fleet & Maintenance Services Business Transformation Agreement

 

As part of the Business Transformation 2010 Agreement, Fleet and Maintenance Services and CWU committed to carry out a review of all aspects of maintenance service operations, including the pay and reward package. The Postal Executive endorsed the agreement on pay and reward in August 2011 and it was subsequently accepted in an individual members’ ballot of Fleet and Maintenance Service members. The agreement introduced a permanent (non-pensionable) supplement to basic pay of £5 from 3rd October 2011, rising to £10 from 2nd April 2012, Saturday Scheduled Attendance, revised shift allowances (with reserved rights for existing employees), a Technical Coach role and payment of Business Transformation lump sums/shorter working week linked to revisions to attendance in individual service centres.

 

Conduct Code – New Approach for CWU Representatives

Under the terms of the Business Transformation Agreement, it was agreed to review the current National Appeals Panel/Conduct Code Procedure for CWU Representatives (NAP).

 

The Union and Royal Mail met on a number of occasions resulting in a new procedure being agreed, the content of which was sent out to Branches in LTB 687/11.

 

The new Procedure will be subject to a 12 month trial period and includes two review stages at 6 and 12 months. 

 

 

 


POSTAL INDUSTRY PAY AND RELATED MATTERS

 

 


The previous NAP Agreement included a provision for the costs associated in operating the process being shared between the CWU and Royal Mail.  Over the last few years the Union has argued that the CWU should not pay towards the cost of NAPs; we also argued that the costs incurred were excessive and had risen to an unacceptable level.  Following our national negotiations it was agreed that the Union would not be expected to repay these costs to the business (approximately £250,000).  Additionally, it was agreed that the new procedure will be fully funded by Royal Mail.

 

Abolition of Default Retirement Age - MTSF 

 

During the course of the year the Union had a series of discussions with RMG about the implications for various national agreements of the abolition of the default retirement age (DRA) from 1st October 2011. An issue has arisen in respect of people aged over 64.5 in surplus situations, who have been included in preference exercises but who have not been given redundancy quotations by the business. LTB 826/2011 informed Branches that the business had agreed that the opportunity to leave by way of voluntary redundancy will be reserved for people in this situation (provided they would otherwise be eligible) pending the outcome of future discussions. Branches will be updated once an agreement has been concluded.

 

Attendance Procedure

 

The Business Transformation Agreement committed Royal Mail and CWU to review HR procedures. Discussions have been ongoing and progress has been reported to the Postal Executive and the HR Procedures Working Group. Negotiations are expected to conclude in January 2012.

 

Romec HR Procedures

 

Discussions on a new set of HR procedures in Romec were interrupted by the engineering dispute during the summer but resumed towards the end of the year.

At the time of going to press, a negotiators’ agreement had been reached and it is intended to place this before the January Postal Executive Committee.

 

Bullying and Harassment Procedure

 

In line with the review of all HR procedures agreed as part of the Business Transformation Agreement, an initial meeting will take place in December to commence discussions on the bullying and harassment procedure. Branches will be kept informed of further developments.

 

Royal Mail Group HR Policy Review

 

The Union was advised in September of a group wide HR policy review, which aims to “create a simplified HR policy landscape supported by a set of policies that are user friendly, clear, accessible and consistent.” RMG confirmed that policies, which form part of a collective agreement with the Union, will not be varied without negotiation and that the Union will be consulted on all revised policy documents. The Union welcomed the intention of providing easier access to clear statements of HR policies. At the time of writing, drafts of policies relating to adoption leave, maternity leave, paternity leave and parental leave had been supplied to the Union. The project is expected to continue into 2012 and be the subject of ongoing consultation.

 

Reasonable Adjustments Made (RAM) trial

 

The commencement of a trial of a Reasonable Adjustments Made (RAM) card at South Midlands Mail Centre was reported in LTB 901/2011. The initiative arose from a motion carried at the Equality Conference. Branches will be kept advised of the progress of the trial.

 

Policy Forums

 

The Union’s first ever Policy Forum under the new arrangements was held in Manchester dealing with the issue of pensions.  A comprehensive policy document setting out the Union’s policy on a range of pension issues was circulated to Branches in advance of the Forum.  The decisions of the Forum were communicated to Branches via an LTB.

 

 

 

 


POSTAL INDUSTRY PAY AND RELATED MATTERS

 

 


World Class Mail (WCM)

 

The Union recognised that there was an urgent need to provide more information to Branches and the membership on the subject of WCM and to explain, in more detail, the Union’s current policy on how we intended to deal with World Class Mail in the current national negotiations covered by the Joint Statement.

To support this objective the Postal Department circulated to Branches and Representatives a comprehensive briefing document, which covered a number of key issues and policies relating to WCM.  Additional to the briefing document, the Postal Department provided Branches with a letter to members, which also set out a detailed explanation of the Union’s current policy on World Class Mail. 

 

At the time of writing the report, meetings had been diarised with Royal Mail on World Class Mail and we have shared with the business the Union’s policy as determined by the Postal Constituency Conference.

 

Motion 2 – Benenden Health Plan

 

Following the endorsement of Motion 2 at the Postal Constituency Conference 2011, a number of meetings have been held with representatives of the Benenden Health Plan.  At the time of writing the report, a formal Business Case, supporting the objective of providing health care for all Royal Mail employees, is being prepared by Benenden Health Plan.  This Business Plan will cover membership costs and service levels available and will form part of the Union’s agenda in the current national negotiations.

 

Motion 79 – Pensions

 

Following the endorsement of Motion 79 at the Postal Constituency Conference 2011, the Union immediately commenced a detailed review of the arrangements covering early payment of pensions within the Royal Mail Pension Scheme.  In line with the terms of the Motion, a user friendly document is being prepared and will be circulated to Branches and made available via the Union’s website in the very near future.

 

 

 

POL: Crown Offices Pay

 

After being in a long industrial dispute with POL management for almost a year, and a 93% yes vote from our members to take industrial action, fortunately, we came to an agreement before industrial action had to be taken. This resulted in a two year pay agreement in March 2011; with a 2.25% pay increase for year 1 (2010/11), backdated to 1st April 2010, and a 1.4% pay increase for year 2 (2011/12).    We also extended the Crown Office Guarantee, of 373 offices, with a review clause which allowed us to jointly review in September 2011.   We also committed to get into Crown Transformation talks. 

 

The next pay review date is 1st April 2012. 

 

POL Admin AND Supply Chain Grades

 

Following protracted negotiations a three year pay agreement was concluded in November 2011; with a 3.3% pay increase for year 1 (2011/12), backdated to 1st April 2011, a 3.5% pay increase for year 2 (2012/13) and a 3.25% pay increase for year 3 (2013/14).   This pay increase was a minimum, with PAs receiving £14 per week (£42 over three years) and Crew receiving £15 per week (£45 over three years).

 

The next pay review date is 1st April 2014. 

 

CAPITA

 

The last pay review date for Capita members was 1st October 2010.  After several months of negotiations, an impasse was reached in July 2011.  Capita refused to improve their offer of 2.6% and 2.7% respectively for years 1 and 2.  A consultative ballot provided an overwhelming 88% yes vote to reject the offer.   As a result of Capita still refusing to improve their offer, an industrial action ballot took place, providing a 77% yes vote to take industrial action.  Capita is still refusing to return to the bargaining table and, as a consequence, at the time of writing this report, four bouts of industrial action have taken place.

 

 

 

 


POSTAL INDUSTRY PAY AND RELATED MATTERS

 

 


HR Services and Finance Services Pay

 

After several months of negotiations, a two year pay agreement was concluded in April 2011; with a £500 pay increase from 1st April 2011, and a £500 pay increase from 1st April 2012.  Plus, a £1000 lump sum payment made on 1st April 2011, and a further £1000 lump sum payment to be made on 31st October 2011. 

 

The next pay review date is 1st April 2013.

 

Royal Mail Customer Services

 

An agreement was reached in September 2010, as reported in last year’s annual report. 

 

 The next pay review date is 1st April 2013.  

 

Swiss Post Solutions

 

A pay agreement was reached in August 2011.  The overall value of the increase will cost SPS 3.2% - members received a £600 pay increase in August salaries, backdated to 1st April 2011 – this amount represents an increase ranging between 1.9% for the four managers and four supervisors, and 3.7% for the lowest paid workers.  The London living wage (minimum hourly rate of £7.85) was applied for the three employees who were currently earning under that rate –this meant they received a pay rise of 13.3%.  Eight employees will also receive the ex-IWM Christmas bonus of £100.

 

The next pay review date is 1st April 2012.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


SECTIONAL ISSUES – ROYAL MAIL LETTERS

 

 


SECTION 3A – Royal Mail Letters


 

York Capacity Review

 

Branches were informed via LTB 743/11 that an initiative to review the amount of trays contained within a York would be carried out within the Mail Centre Network on outward and inward traffic streams.  The aforementioned LTB also provided the background to the activity that had been carried out and the joint statement that had been agreed with the business to deploy the change, as well as the associated safe systems of work.  Following a further consultation exercise with Branches, a formal joint review meeting took place on Monday, 7th November 2011, which, in the main, concentrated on addressing some adjustments to the safe systems of work that branches had raised.  From an operational perspective, no real difficulties have been reported at this time.  However, a further joint review meeting will be scheduled early in the New Year, which will provide an opportunity to assess from an operational and safety perspective the new working arrangements and how they function during the Christmas traffic peak period.

 

Business Transformation Agreement Mail Centre Processing Lump Sums

 

In order to facilitate the achievement of the Mail Centre sequencing targets and the subsequent triggering of the Transformation Lump Sum Payments, a number of joint workshops were carried out during the year in order to provide representatives with a clearer understanding of the Mail Centre trigger targets and identify activity that could be carried out in areas under the direct control of the processing operation which would aid the achievement of the BT lump sum payments.  Indications are that these workshops have been well received and, at the time of drafting this report, a total of 51 Mail Centres had achieved the Phase 1 payment with 15 of these also achieving this second payment.  This issue is the subject of continuing action by the department who are being supported by Mahmood Ali,

 

Postal Executive member, who is providing field support where possible.

 

Mail Centre Rationalisation Framework Agreement (Motion 51)

 

Conference will recall that the carriage of Motion 51 at Annual Conference 2011 instructed the Postal Executive to carry out an immediate review of the National Mail Centre Rationalisation Framework Agreement.  Upon assuming responsibility for the Mail Centre Network in September 2011, and against the backdrop of the national high level meeting held to move forward the CWU policies contained in Emergency Motion 3, the following activity has been undertaken in furtherance of the instruction contained in Motion 51:  An analysis of the areas we are required to cover in the review has drawn down on a consultation exercise, undertaken by the then Indoor Department, LTB 576/11 refers.  The resolution of the London Mail Centre Dispute, LTB 560/11 refers, and a sub-group working party, involving Branch and Divisional Representatives who have been engaged in Mail Centre Rationalisation activity.  At the time of drafting this report, a CWU proposal covering the review of the current National Agreement has been submitted to Steve Cameron, National Processing Director, which is still the subject of continuing dialogue.

 

Area Distribution (Mail Centres)

 

A briefing of Divisional and Area Distribution Representatives was held on 3rd November 2011.  At that meeting a presentation was given by the Logistics Director, South East Region, which provided an update on Area Distribution OD and the Professional Drivers’ Agreement as it applies to MGV drivers.  A copy of the presentation was subsequently circulated to the aforementioned representatives following the meeting.  In their presentation the business clearly indicated that since the inception of the Professional Drivers’ Agreement, the area covering the Area Distribution/MGV Driving Force had, in effect, been left to wither on the vine and, as such, was deemed as both non compliant with the terms of the Professional Drivers Agreement and


SECTIONAL ISSUES – ROYAL MAIL LETTERS

 

 


presented a risk to the business insofar as compliance with current driving hours regulations and legal operator licence requirements.  Subsequently, further high level meetings have taken place with the business that covered a number of areas, and which are ongoing at the time of drafting this report.  The areas in question are Transformation Lump Sum Revision Activity, Distribution OD, Paragon Revisions – LTB 991/11 refers, Driver Coaches Area Distribution, Zero Accident Plan (ZAP).

 

Centralised Label Printing

 

Branches were advised in LTB 767/11 that the business had decided to retain the addressograph operation in-house as opposed to it being outsourced.  However, they confirmed that they were looking to develop a solution that retained the ordering and internal distribution of labels etc in-house, but that consolidated the actual printing operation into two mail centre sites.  The aforementioned LTB confirmed that a joint working group approach would be adopted to progress this issue and, in addition, seek comments and feedback from branch/representatives in Mail Centres and RDCs that currently carry out addressograph activity.  The joint working party is made up of Joe Malone – Postal Executive, Gary Hodkinson – Divisional Representative, North East, the Area Processing Representative from Sheffield and Peterborough, the Mail Centres identified as the central label printing sites and the Area Processing Representative from Leicester, a site losing its site label printing operation.  At the time of drafting this report, dialogue is continuing with the business, which is taking into account fully the feedback and concerns that were received at the earlier consultation exercise, further updates will be provided to branches/representatives on how these discussions are progressing via LTBs etc.

 

Romec Recognition

 

The Regional Structure continues to operate as agreed with Romec with all travel expenses related to Romec issues being picked up by the employer in line with the Romec Recognition Agreement. Noel McClean, PEC Member, continues to deal with the majority of issues on behalf of the department, supported by Des Carney, Romec Cleaners’ National Representative.

 

Due to the proposed Royal Mail Closure Programme in London, specific discussions have been taking place with regard to preference exercises within the London Area. Royal Mail Divisional Representatives have been assisting the Romec Regional Representative in this regard, in order to get the most satisfactory agreement on behalf of our members.

 

Romec Cleaners Bonus & Productivity Scheme

 

The Bonus and Productivity Scheme continues to be the subject of review, ongoing site issues being dealt with departmentally.

 

Romec Pay & Conditions

 

Following protracted negotiations with Romec on pay, which was due in January 2011, the Postal Executive finally agreed to recommend a pay settlement to Romec members in August 2011. The reported difficulties in Romec, with regard to the financial constraints placed upon them by Royal Mail in the negotiation of a new contract, had been the major delay in reaching an agreement. 

 

The achievement of satisfactory Managing Surplus arrangements had been against the backdrop of a particularly difficult situation arising during the North West Mail Centre Review. This, in turn, had delayed the final agreement somewhat, but was finally successfully negotiated as part of that package. Pay discussions for 2012 are now due on January 1st 2012.

 

Annual Leave Purchase Scheme

 

Despite the best efforts of the department to get this scheme up and running, this has not yet been possible. The ongoing financial turmoil experienced by Romec has cast a shadow over any perceived ‘benefit’ initiatives throughout this year, but discussions are now back on track to


SECTIONAL ISSUES – ROYAL MAIL LETTERS

 

 


establish the best way to introduce the scheme in the short to medium term.

 

Uniforms

 

Individual issues in relation to Uniform have been raised with the department and dealt with by PEC member, Lesley Mclean

 

Following successful trials of the new All Weather Coats, deployment continued throughout 2011 upon introduction of revisions.

 

Various Health & Safety concerns have been raised by Dave Joyce, National Officer for Health, Safety & Environment.

 

Standard Operating Procedures

 

The regular meetings between the department and Royal Mail continue to be dealt with by Joe Malone, PEC Member, assisted by Mike Newport from the SPDO Group and Gary Hodkinson, Divisional Rep.

 

BT2010 Measurement and Performance Standards

 

Throughout the year, the department continued to work on the tools and processes contained in, and covered off by, the terms of the BT2010 agreement. However, widely reported introduction of un-agreed tools and standards culminated in high level negotiations between Royal Mail and the CWU, with ACAS in attendance. A working group has been established consisting of Paul Chapman, Scott McGeough, Peter Sinnott and Neil Lambert.

 

The issues still at the heart of these discussions are:

 

IWT

BSI

Upper Decile

Weekly Resourcing

 

The department did, however, reach agreement on the IWT Flexing Tool and commenced a series of Joint Rollout Briefings at high level to coach reps and managers on its use in times of high and low traffic receipts.

 

 

ZAP

 

Good progress has been made on the issues under the banner of the Zero Accident Programme. The discussions on a revised RTA procedure continue led by Dave Robertson, PEC member, assisted by Bobby Weatherall. One to One Driver interventions were piloted in three offices during 2011 with no adverse comments.

 

Minor Repairs

 

Subject of ongoing dialogue throughout the whole of 2011, and led by Bill Steel. PEC member. on behalf of the department. The outstanding issues of Reward and the Safety Standards, surrounding the introduction, proved to be a barrier to reaching a final agreed position.

 

Royal Mail denied that a pre-existing claim for reward existed from the introduction of BT2010, and proceeded to attempt the roll out of the initiative in December 2011. Advice was given to Branches in the clearest terms, based on the fact that our claim for reward had not been met and that the safety processes required had not been concluded.

 

Private Cars on Delivery

 

Following the introduction of BT2010 and, in particular, subsequent to the introduction into Delivery Units of a Methods Revision, the use of Private Cars on Delivery is to cease. This is a mandatory instruction arising out of BT2010.

 

There have, however, been a number of instances where Royal Mail Delivery Managers have continued to allow and encourage people to use their private vehicles in some form, as part of their delivery process. The department undertook a survey through the offices of the Divisional Representatives, to establish how widespread the issue was. Although not a major problem, there were widespread reports of sporadic use of cars and this was raised with Royal Mail. BT2010 could not be clearer in intent, the removal of Private Cars on Delivery is mandatory once Delivery Methods have been deployed and any bonds in place must be withdrawn.

 


SECTIONAL ISSUES – ROYAL MAIL LETTERS

 

 


Private Driver Trials

 

The Postal Executive has agreed in principle the Primary Drivers Trials, to be carried out at a couple of locations.  However, due to the difficulties experienced during the discussions on the Road Traffic Accident Procedure, the PEC also agreed that the initiative should not be introduced until such time as a successful resolution on the other discussions had been achieved.

 

Collections

 

Collection issues are now being dealt with on behalf of the department by Tony Bouch, PEC member. Regular meetings and updates are held with Royal Mail Collections National Manager, Nick Hemmings, in order to iron out any difficulties, with the introduction of Collections Revisions across the country.

 

A revised training package is currently being discussed with Royal Mail for introduction and rollout in the near future.

 

Delivery Equipment/Methods

 

The reinstatement of the Delivery Optimisation Group (DOG) following BT2010 has now taken place. The Group discusses all issues regarding equipment, methods and measurement within deliveries. The department is represented on this group by Noel McClean, PEC Member, and Paul Chapman, together with John Nash from the Walk Design Group.

 

The continued use of Private Cars on Delivery was raised in this forum, as a result of the circulation of a list of offices where Methods Revisions had been deployed. The re-affirmation of the mandatory use of designated equipment, once methods were deployed, was contained in a joint statement from the Delivery & Collections Director and Bob Gibson, Assistant Secretary, Outdoor Department.

 

Indoor Flow/Improvement Process

 

Joint Statement was agreed and circulated in November 2011. Following this, a number of problems/issues were raised with the department and, as a consequence, Bob Gibson wrote to the C&D Director, raising our concerns, which were subsequently circulated via a LTB. Meetings have taken place at national level to see if a satisfactory resolution can be found. At the time of writing, the embargo on flow remains.

 

Door to Door

 

Regular update meetings on product and quality, agreed in BT2010, are back on track after a lapse early in the year. Reports from Divisional Representatives that D2D contracts were falling at an alarming rate were investigated – with figures provided by Royal Mail clearly conflicting with that view.

 

There were, however, numerous reports from divisions of offices suffering from late arrivals of D2D in the units for various reasons. The department continues to raise these problems with Royal Mail, who continue to investigate all reports together with instances of non delivery of items.

 

Delivery to Neighbour Trial

 

During the latter part of 2011, Royal Mail applied to Postcomm to commence a Delivery to Neighbour Trial in designated parts of the UK. The aim being to raise the number of items delivered at first time of asking, albeit to a different address than the one on the item.

 

The trial which commenced on the 28th November 2011 is due to conclude on the 25th February 2012, and is being carried out in the 6 DSM areas listed below.

 

Edinburgh Central

Wigan/Bolton

Swansea East

Norwich

Gatwick North

Hull

 

In total, 29 Delivery Units will be included in the Trial. These include 21 Royal Mail Delivery Offices and 8 Scale Payment Delivery Offices (SPDOs). This will involve 1,410 delivery walks and c.748,000 delivery addresses. The areas chosen are intended to provide a sufficiently representative sample of types of Delivery Office, population density and volume of postal items.

 

 

 


SECTIONAL ISSUES – ROYAL MAIL LETTERS

 

 


Full details were circulated to Branches in LTBs 922/11 and 1015/11.   The trial is being overseen by Mark Baulch, PEC Member

 

Mail Integrity/Security

 

As a result of the restructure of the Postal Department at CWUHQ, Security became the responsibility of the Outdoor Department.

 

Regular meetings have been diarised throughout the year in a direct continuation of the process that ensued previously with the Indoor Department.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


SECTIONAL ISSUES – PACKAGES AND EXPRESS

 

 


SECTION 3B – Packages and Express


 

Progressive Agenda Issues

 

In line with the 2009/10 Past and Continuing Reward and the Parcelforce Pay Agreement 2011, the following issues are currently being discussed with the business under the ‘Progressive Agenda’ section of the agreement:

 

Table of Success

 

In order to achieve the optimum benefit from the Table of Success, process discussions took place with the business on how best to evolve the concept further.   It was agreed that while the process remained strong, that the approach would benefit from being refreshed and that the strategic partnership at the level of Parcelforce Director/CWU National Officer should be strengthened.  With this in mind, an agreement, which was endorsed by the PEC, was reached to amend the structure of the Table and Success to allowed greater input and involvement. 

 

Resourcing Through Growth

 

Branches will be aware that, as part of the Progressive Agenda, discussions with regard to staffing and Mixed Resourcing had previously taken place with the business.  These discussions continued and resulted in an agreement being reached in regard to Resourcing. Through Growth, which allowed eligible temporary staff to be made permanent. The agreement was communicated to Branches via LTB 682/11.

 

Working on Customer Premises

 

Following discussions with the business, agreement was reached with regard to Working on Customer Premises.  The agreement affords protection for those members who are required to work on customers’ premises in the fulfillment of customer contracts.  The agreement was communicated to Branches via LTB 683/11.

 

 

 

 

 

 

 

 

Security

 

Following protracted discussions with the business, an agreement was achieved in regard to a new Security Agreement, which is consistent with the Union’s current policy.  The agreement was communicated to Branches via LTB 170/11.

 

IT Capability

 

Discussions with the business achieved an agreement in regard to the development of new IT capability.  The agreement was communicated to Branches via LTB 681/11.  At the time of compiling this report, activity is taking place in the field with full CWU involvement to assess the viability of new IT equipment/processes.

 

Network Capacity

 

At the time of compiling this report, the issue of Network Capacity is still under discussion with the business.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


SECTIONAL ISSUES – COUNTERS AND CASH HANDLING

 

 


SECTION 3C – Counters and Cash Handling


 

 

POL SUPPLY CHAIN

 

ATMs

 

POL Supply Chain currently replenishes ATMs that are on Royal Mail Group Sites.  These are classified as ‘safe’ sites.  Discussions are ongoing about extending service in this area. 

 

5 Tonne Concept CViT Vehicle

 

POL are looking at a 5 tonne concept vehicle which will carry High Value Mails products, ATM Products, and still have the matrix for Pouches.  At the time of writing, no vehicles have been designed, although we are in discussion on how the layout inside will look.

 

Business Transformation 2010 and Beyond

 

As part of the BT 2010 agreement, South London (Nine Elms) Mail Centre is closing.  London Central CViT Depot is co-located on this site.  Therefore, the CViT depot is due to close.  Agreement has been reached; routes for the South London work have been rescheduled from their original depots (Dartford, Hemel Hempstead and London East).

 

ROYAL MAIL CUSTOMER EXPERIENCE

 

Implementation of Shorter Working Week and cessation of Saturday working

 

As part of the Pay and Modernisation Agreement 2011/13, a working party was set up to implement the shorter working week and the cessation of compulsory Saturday working for our members.  This consisted of Lesley McLean, PE member, Alison Miller, Glasgow and District, Ralph Ferret, Plymouth and East Cornwall, Sara Wright, Newcastle Amal, and Diane Woolrich, Midland No. 7.  The group worked extremely hard and, as a consequence, a National Shift Preference Exercise was undertaken, which has resulted in Saturday duties ending for all members working on Royal Mail campaigns.  An agreement was reached, which will be implemented by February 2012, for the

 

 

 

remainder of campaigns to cease compulsory Saturday working. 

 

Agency Workers

 

As part of the 2010/13 pay agreement we agreed to reduce the number of agency workers working within Customer Experience.   As a consequence, we have been successful in moving 20 temporary contract people over to permanent employees.  The vast majority of these have now joined the Union. 

 

Accommodation Review

 

As part of the 2010/13 Pay and Modernisation Agreement it was agreed there would be an accommodation review. During the summer months, Customer Experience announced the closure of the Salford site due to the lease expiry.  We proposed and convinced Customer Experience to open up a new operation, which they duly agreed, and moved part of the operation to Farnworth.   A number of members have voluntarily been transferred to the new operation in Farnworth.  

 

ROYAL MAIL HR SERVICES

 

The two payments made under CPSI bonus scheme this financial year have been met (£250 for Q1 and for Q2, making £500 in total). We are monitoring the progress of the potential payments for the remaining two quarters of the year. 

 

CAPITA

 

BBC Contract

 

Capita won the contract on 1st December to continue running the BBC TV Licensing contract.  The contract is worth an estimated £560m over eight years.   

 

 

 

 

 

 

 

 


SECTIONAL ISSUES – POSTAL TECHNICAL SERVICES

 

 


SECTION 3D – Postal Technical Services


 

 

Romec Dispute / Efficiency and Enterprise Agreement

 

Following the failure of talks with Romec over a number of engineering issues, including breach of national agreements governing the use of technology, breach of a commitment to introduce a new engineering bonus scheme in 2011, and failure to make progress on an agreement governing work scheduling and integrated standby/callout arrangements for engineers, the Union called an industrial action ballot of Romec engineers, which concluded in April 2011 with 92% of engineers voting in favour of strike action, and 97% voting in favour of action short of strike on a 75% turnout.

 

Following failure to resolve the issues in a further set of talks, a campaign of industrial action took place over the summer involving a seven week callout and overtime ban and 2½ days of strike action. Talks recommenced at the end of July and a negotiators’ agreement covering all the issues in dispute was reached at the end of August, which was subsequently endorsed in an individual member ballot, 74% of members voting in favour of acceptance of the Efficiency and Enterprise agreement on a 68% turnout.

 

The agreement established a National Consultative Forum, independently chaired, meeting monthly with a comprehensive agenda dealing with all the key issues in the business. The first meeting of the NCF took place in December, chaired by Mary Stacey, an employment lawyer with considerable experience in the field of mediation and arbitration.

 

The agreement governed deployment of technology and use of information, restructuring of Projects Division, new and substantially improved standby and callout terms in Engineering Services, a £1000 lump sum payment in lieu of a bonus scheme, plus interim bonus arrangements for the period October 2011 to end March 2012.

 

Royal Mail: Engineering Trigger Points

 

There were a number of registered disagreements arising from the

 

 

interpretation of the trigger for payment of the £600 element of the transformation lump sum for engineers, plus the 2% increase in basic pay in lieu of a shorter working week.  A satisfactory resolution was reached and reported to branches in LTB 217/2011, which provided for payment of the increase in basic pay, backdated to the point at which the clarified trigger was achieved.

 

ETC Pay Rate

 

Following reference to the NDG, a disagreement on the correct pay rate for the Engineering Team Coach (ETC) grade, established as part of the Business Transformation Agreement, was resolved satisfactorily by the application of the 2% April 2010 pay increase to grade rates, reported to branches in LTB 217/2011.

 

Technical Operator

 

Discussions with Royal Mail identified 6 tasks normally carried out by engineers, which could be subject of a trial of the OPG Technical Operator role agreed as part of the Business Transformation agreement. Progress on the trial has been delayed by the refusal of the business to contemplate payment of an allowance for the Technical Operator role.

 

Engineering Training and Professional Development

 

During the course of the year, following consultation with engineering representatives, an internal verification process for completion of individually tailored development programmes for those engineers who did not wish to seek external certification was confirmed.

 

Engineering Apprentice Scheme

 

An engineering apprentice scheme was finally established towards the end of 2011. At the time of writing, discussions were taking place with the objective of seeking to establish the scheme on the basis of a comprehensive set of agreed standards and processes.

 


SECTIONAL ISSUES – POSTAL TECHNICAL SERVICES

 

 


Engineering Bonus

 

During the course of the year, the Union was advised of changes to OEE targetry, which have implications for achievability of elements of the engineering bonus. It has been made clear to the business that the Union will not accept any potential reduction of bonus earnings as a result of unilateral changes to targetry.

 

Engineering Workload Issues

 

The Royal Mail and CWU joint statement “Clarification of Engineering in the Business Transformation Agreement” contained a commitment for “the CWU and Royal Mail (to) work together to define the engineering role and associated workload within a world class environment”. Unfortunately, following the resignation of Chief Engineer, Simon Barker, no progress was made on this commitment. At the time of writing, the Union is seeking to open negotiations on workload associated with CSS, iLSM and RDC automation, as well as seeking to progress the commitment contained in the Business Transformation Agreement to define the Performance Maintenance element of engineering workload.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 


POSTAL INDUSTRY ORGANISING (INCLUDING TRAINING, EQUALITY ISSUES AND POSTAL REGULATION)

 

SECTION 4


 

Organising

 

Along with the Organising Department, the PEC has progressed the “Meeting the Challenge” project.  The project has now progressed to the second tranche of Branches.  The project assists Branches in setting up Workplace Committee/Groups in Delivery Offices.  The PEC Member and Field Organiser work with the Branch, the project lasts for four months and concludes with the adoption of a 12 month plan for the Branch.

 

The “Meeting the Challenge” project has been added to the Divisional Representatives meeting agenda.  This will allow the PEC members and Branches to report and resolve issues. 

 

The group is also looking at a new Representative Handbook and a Postal database that enables the CWU to email direct to Unit Representatives.  Presentations on the Postal Organising and Training strategy have been made to the Regional Secretaries, Divisional Representatives and Divisional Committees when requested.

 

There is a pilot project in the Midlands, which involves the Regional Secretary and Field Organiser.  The project will map Branch vacancies and make up of Representatives. Depending on the outcome, it is envisaged that action plans, if required, will be agreed and put in place to address any issues.  If successful, this template will be rolled out across the regions. 

 

Recruitment at UK Mail continues to grow.  Branches with UK Mail members continue to run recruitment campaigns and represent members.  All recruitment campaigns and initiatives are due to be reported to Divisional and Business Co-ordinating Committees so that Branches can get involved and learn from experiences.

 

Regulation and New Products and Services Committee

 

The Postal Department Review provides the Postal Executive with an opportunity to review the “B” Committee structure.  The

 

 

 

review identified the need to introduce a revised committee aligned to Regulation, New Products and Services.  The PEC recognised that, in promoting long-term job sustainability, the development and a better understanding of new markets and products was essential.  It was also acknowledged that postal regulation was going to continue to impact on the future of the postal industry.  In the future the Union needs to expand its ability to influence regulatory developments over and above the existing method of submissions to either Ofcom/Postcomm.  We need to adopt a more positive approach.

 

Training

The Education and Training Department, along with the R&WO Group, have agreed a new commitment on training for new Representatives, as notified to Branches in LTB 897/11.  The Branch ULR will assess Representative skills and identify training requirements.   A training programme has been developed that gives UK Mails Representatives the skills for self sustaining representation.

 

The E&T Department have surveyed Representatives who have recently completed training courses.  The survey was seeking to establish the relevance of the course taken and to improve on the training provided.  This survey is also assisting the E&T Department in tracking the CWU Representatives’ progress.

 
Following the 2011 Youth Event, the DGS(P), Head of E&T and the Postal Senior Organiser are exploring the possibility of a Joint Academy Programme with Royal Mail aimed at Youth members.

 

Also, during the coming year, it is expected that the R&WO Group will look at training for women in the workplace with the aim to increase the number of women activists and representatives.

 

 

 

 


OFFICERS AND ADVISORS

 

 

LIST OF POSTAL OFFICERS AND POLICY ADVISORS

 

 

 

Dave Ward                                                               Policy Advisors:

Deputy General Secretary (Postal)                           Lionel Sampson lsampson@cwu.org

                                                                                 Norman Candy  ncandy@cwu.org


Ray Ellis                                                                   Policy Advisor:

Assistant Secretary                                                   Martin Akerman makerman@cwu.org

Technical & Central Services
                                             

 

Terry Pullinger                                                       Policy Advisors:       

Assistant Secretary                                                   Bob McGuire bmcguire@cwu.org

Parcels, Logistics & Quadrant                                   Chris Bennett cbennett@cwu.org

 

 

Andy Furey                                                               Policy Advisors:       

Assistant Secretary                                                   Nicola Marshall nmarshall@cwu.org

Clerical & Cash Handling                                            Lorna Pearson lpearson@cwu.org

 

 

Bob Gibson                                                               Policy Advisor:        

Assistant Secretary                                                   Steve Fishwick sfishwick@cwu.org

Royal Mail, Outdoor

 

 

 

POSTAL EXECUTIVE MEMBERS

 

Jane Loftus (Chair)                                                    Carl Maden

Mark Baulch                                                               Joe Malone

Phil Browne                                                                Noel McClean

Peter Donaghy (Vice Chair)                                       Davie Robertson

Tony Bouch                                                                Bill Steel

Steve Jones                                                               Ian Ward

Mick Kavanagh                                                         Katrina Quirke           

Pete Keenlyside                                                         Mahmood Ali

Lesley McLean

 

 

 

 

 

 

 

 

 

 

 

TO: ALL BRANCHES WITH POSTAL MEMBERS

Dear Colleague

CWU SUBMISSION TO OFCOM CONSULTATION

Further to LTB 1078/11, please find attached the CWU Submission to the Ofcom Consultation, which was endorsed by the Postal Executive at a meeting earlier today.

In essence, the new Regulator Ofcom is putting forward a set of deregulatory proposals, the salient points of which are as follows:-

* A change from detailed licence obligations to a general authorisation regime.

* The removal of the majority of retail and wholesale price controls.

* The removal of the direct regulation of access prices.

* The removal of access headroom.

The Ofcom proposals are designed to strengthen the sustainability of the Universal Service and enable Royal Mail to secure a commercial return as the USO provider.

In the Union submission we broadly welcome these proposals, although we do set out concerns over the affordability of the USO for social customers, should price increases go above what the market could stand.

The Union has also focused on the need for a more realistic efficiency debate and for the Regulator to encourage innovation within the company.

Prior to this submission, the Postal Executive received a presentation from Ofcom on the overall approach the new Regulator intends to take. We have attached the slides that were used in this presentation. Although there remains a lot of work to do, the Ofcom presentation did demonstrate to the Executive that we are beginning to see a shift in the balance of forces on regulation.

Yours sincerely

Dave Ward

Deputy General Secretary (P)

CWU Submission to Ofcom Consultation:

Securing the Universal Postal Service

Proposals for the Future Framework for Economic Regulation

Introduction

1. The Communication Workers Union (CWU) is the largest union in the communications sector in the UK, representing over 200,000 employees in the postal, telecoms and related industries. It is the recognised union in Royal Mail Group for all non-management grades.

2. The CWU welcomes Ofcom’s consultation on the future of postal