The purpose of this LTB is to explain how the Union will implement the Amendment to Recommendation 2 which was carried at the Policy Forum and means the Union are now in direct opposition to World Class Mail. 
 
Initially we are asking Branches not to take any premature action on this policy before the Postal Executive has met next Tuesday and we have also had the opportunity to meet with Royal Mail on Wednesday 7th August 2013 to inform them of the decision. 
 
The CWU is committed to implementing this policy but we must do so on a consistent basis and in a manner that does not lead to unnecessary conduct or suspension issues, or even allegations of Unofficial Industrial Action.
 
The Union is facing major challenges and in carrying the policy it was clearly understood that the objective was not to allow World Class Mail to distract us from the key issues that will determine the future.
 
Please ensure that all Representatives within your Branch are aware of the content of this LTB.  Further information will follow in due course.
 
Any enquiries on the above LTB should be addressed to the DGS (P) Dept.

The Communication Workers Union today (Tuesday) welcomes the Defra consultation on sentencing for dangerous dog offences and hopes that tougher and more consistent sentencing will be brought in.

The consultation runs from 6 August to 1 September 2013 and can be found online on the Defra website. CWU is encouraging all branches and affected members to participate as the results of the consultation will be used to inform the recommendations put forward in the Anti-Social Behaviour, Crime and Policing Bill.

Dave Joyce on BBC News this morning (Tuesday)
Dave Joyce, CWU national health and safety officer, said: “Current sentencing arrangements do not match the serious nature of offences. 16 people have been killed in dog attacks since 2005 by dogs and a quarter of a million people are bitten by dogs in the UK every year, yet the maximum prison sentence is just two years and a £5,000 fine. Only one person has ever been imprisoned for a dog attack on a postal worker when the postman was nearly killed but the sentence was just four and a half months. As the number of dog attacks and number of fatalities continues to grow – sentencing must get tougher to deal with irresponsible, negligent dog owners.”

CWU represents the largest number of dog attack victims – postal workers and telecom engineers who suffer 5,000 dog attacks each year. The union warmly welcomes the consultation and hopes that tougher sentencing arrangements will be part of the package of important dangerous dogs law changes later this year which includes extending the law to private property, introduction of Dog Control Notices, compulsory microchipping and extended police dog seizure powers.

“This consultation is very welcome and hopefully indicates the government is serious about tackling the problem of irresponsible dog ownership” said Dave. “We want to see tougher sentencing, better enforcement and greater consistency in sentencing. At the moment people are being handed vastly different sentences for very similar crimes, with one person receiving a suspended prison sentence while another walks away with just a £100 fine.

“Current arrangements are simply not good enough and the punishments do not fit the crimes. We would draw comparisons with driving offences where causing grievous bodily injury by dangerous or inconsiderate driving has a maximum prison sentence of five years and an unlimited fine plus automatic disqualification and causing death by dangerous driving has a maximum prison sentence of fourteen years. We want to see something similar for serious dangerous dog offences, given the devastating effect that dog attacks can have on peoples’ lives. Irresponsible dog ownership causes injury and distress to thousands of our members, others workers, children and the public alike – it must be tackled.”

CWU has been campaigning for changes to dangerous dogs laws since 2007. The union’s Bite Back campaign has the support of major animal charities, enforcement agencies and businesses. During this time the campaign has resulted in dog control law changes in both Scotland and Northern Ireland, and Wales was about to legislate until Westminster brought forward these proposals earlier this year.

2nd August 2013

Moya Greene’s package 72 times the average pay of a postal worker
Additional bonus due of £488,000
CWU calls for alternative business model to tackle excess

Responding to the publication of remuneration details for Royal Mail executives today (Friday), the Communication Workers Union criticises the company paying £1.47 million to Chief Executive Moya Greene as “imitating private sector excess”.

The report published today shows that Moya Greene took home a total of £1.47m for 2012-13, up more than a third from the previous year when she took home £1.1m. This is 72 times the average wage of postal workers. The report also shows on page 53 that Moya Greene is due an additional £488,000 payment from her long-term scheme in respect of the 2012/13 results. This is a further 24 times a delivery postman or woman’s wage taking her total payment for that year to almost 100 times the average postal worker’s pay.

Moya Greene and senior executives Mark Higson and Matthew Lester all receive a cash supplement equivalent to 40% of their salary in lieu of pensions. This is at the same time that the company wants to make changes to postal workers’ pensions.

The 12 Royal Mail executive directors shared pay and packages totalling £3,753,000 last year.

Dave Ward, CWU deputy general secretary, said: “Ordinary postal workers will be appalled at this excessive, inflation-busting increase in bonuses for Moya Greene. It appears the company is adopting early the private sector penchant for higher prices and massive executive pay and bonuses.

“This executive pay and bonus excess wouldn’t happen under our alternative business model, which we believe needs to be looked at more urgently than ever. Excessive executive pay would get worse under privatisation, not better, so we want to see healthy alternatives which keep the company in public ownership. Making Royal Mail a ‘not for dividend’ company where profits are reinvested back into services would be a better model than old-fashioned privatisation which has lead to soaring prices in other industries.

“These pay and bonus figures make Royal Mail’s below-inflation pay offer look even more insulting than it was originally. The management are clearly out of touch with not only their own workforce but also with public opinion. Front-line workers are being squeezed everywhere with inflation and living costs overtaking the value of their pay. But those in the ivory towers of board level continue to award themselves eye-watering sums of cash. Government should act to curb this blatant hypocrisy on pay.”

Alternative business model

CWU believes an alternative to privatisation must be considered by government. At this week’s CWU policy forum, CWU reps agreed the following principles for an alternative model:

The Royal Mail Group should be a ‘not for dividend company’ with profits reinvested back into services and the workforce. It would operate for public good, balancing its social obligations with commercial opportunities.
The company would be able to access capital by borrowing on the commercial markets without this contributing to Government debt. Network Rail is a perfect example of this. By creating a new Board structure it has been able to borrow over £27 billion in recent years. A fully modernised Royal Mail with proper employee alignment will also be able to self finance some of its own investment. Neither the Government nor the company can put forward any rational argument as to why this type of structure could not access capital.
There would be a company charter set out in legislation that would confirm Royal Mail as the USO provider and act as a locking mechanism against any further attempts to alter the structure of the company. The charter would set out a list of ethical principles and values that the company would be bound by, including its approach to employee and industrial relations.
There would be an overhaul of the governance structure and the main Board representatives would be balanced between appointees with social, commercial and ethical responsibilities. The Unions could nominate a small number of Board members, but not from within their organisations.
The company would implement the High Pay Commission recommendations with a fixed pay differential between what Board members, Senior managers and the workforce earn.
The company would operate single status benefits from the top to the bottom. Incentive schemes would relate to a fixed percentage of people’s overall salary.

The Communication Workers Union has today (Thursday) agreed to hold a national strike ballot of Royal Mail workers unless protections for jobs and services can be secured.

Around 500 CWU reps met at the union’s policy forum in London today and voted unanimously in favour of holding a national strike ballot in Royal Mail no later than September 2013. If the ballot goes ahead it will include 115,000 postal workers in Royal Mail (excluding Parcelforce and the Post Office) and would be the first ballot for national strike action in Royal Mail since September 2009.

Dave Ward, CWU deputy general secretary, said: “The current situation cannot go on. Postal workers are being squeezed in their workplaces, facing an uncertain future and changes to their pensions. There hasn’t yet been a pay rise for staff this year despite healthy company profits of £403 million. But most importantly, we want protections for job security and terms and conditions and these are sadly lacking.

“CWU is committed to holding serious negotiations with Royal Mail to achieve settlement on these issues, but efforts to date do not bode well.

“The company only began to seriously negotiate with us following our consultative ballot in June, which showed 99% of postal workers back the union’s position on pay, 96% are opposed to privatisation and 92% are willing to take part in a boycott of competitors’ mail and to withdraw cooperation on workplace changes.

“We do not take the decision to hold a strike ballot lightly. However, we will stop at nothing to ensure the future of our members’ jobs – and of the services they deliver – are protected.”

Wording of the policy:

“That the CWU will prioritise national negotiations along the policy lines stated. If satisfactory agreements cannot be secured, the union will hold a National Industrial Action Ballot no later than September 2013. The Postal Executive will have discretion to enact the ballot earlier in light of events, the actions of management and progress made.”

CWU reps are debated a range of issues at the two-day policy forum, including securing job protections in Royal Mail, alternative business models to privatisation, changes to pensions, and workplace pressure.

http://socialistworker.co.uk/art/33895/Unofficial+postal+strike+victory+in+Peterborough+shows+the+way+to+fight

Reps from Wessex South Central Branch headed to Southampton Mail Centre last month for a CWU recruitment and organising event aimed at increasing member participation and bringing new people into the union.

Branch secretary Martin Sheppard, women’s officer Shirley Edwards and equality officer Andy Rathbone worked with field organiser Michelle Daykin to host the day-long workshop.

All too often – in Royal Mail delivery offices particularly – the unit rep’s job can become extremely demanding, with workloads sometimes becoming unmanageable, and workplace committees can be enormously helpful in supporting the office rep, and strengthening the union’s frontline presence to the benefit of all members.

This was a key session of the day, which also focussed on recruitment drives, and membership records.

“Working together, we tailored the workshop on mapping, recruitment, communications and workplace committees,” explained Michelle, adding: “This meant that the reps could share ideas, experiences, best practice and have an opportunity outside of their workplace to think strategically about how to approach members and non-members.”

Andy said that the intention had been to provide practical ideas for “improving not just the level of membership, but also the level of activism of existing members wanting to become more involved.”

With the threat of privatisation looming over Royal Mail staff, on top of all the other major issues that postal workers are currently facing, he pointed out that “there has never been a more important time to get organised and events like this are a vital part of ensuring this.”

The prospect of private ownership of the business was also a key mobilising issue for Shirley, who said: “Recruitment is hugely important, especially in this current climate with the threat of privatisation hanging over our heads.

“This was my first attempt at part facilitating a workshop but I found it very enjoyable and informative,” she continued.

“As the old saying goes – ‘There is strength in numbers’ – and we need the numbers and the organisation to keep strong.”

Local reps John McCarthy (Totton DO) and Rob Hayhurst (Shirley DO) gave the initiative the thumbs-up. John described the workshop as “a necessity,” adding that “even seasoned reps need a refresher every now and then,” and Rob said that he found the members’ mapping exercises particularly useful.

As well as his local unit duties, Rob also serves as an area delivery rep, and he commented that other office reps had “really got into” the event and that all appreciated the potential support that the creation of effective workplace committees could provide, particularly in terms of delegating workload.

Other feedback has been similarly positive, according to branch secretary Martin, who also pointed to plans to launch regular unit-based newsletters to ensure all members are kept in touch with developments.

“Our verdict is that it was a great success,” he concluded.

“Now we all need to keep up the momentum.”

If you’re interested in becoming a unit rep, or volunteering for a workplace committee, get in touch by contacting their local branch or the field organiser assigned to their branch. Alternatively you can contact Lynn Browne, Senior Organiser Postal Department on lbrowne@cwu.org 07735776364. For more information visit Postal Workplace Organisers.

Union reps from Royal Mail workplaces across the UK will meet next week to decide on actions to protect postal jobs and services, including whether to hold a national strike ballot of all Royal Mail workers.

The two-day policy forum takes place at Logan Hall, Institute of Education, 20 Bedford Way, London, WC1H 0AL on Wednesday 31 July and Thursday 1 August. The strike ballot debate will be heard from 9:30 on Thursday morning. If passed, the CWU will then set out a timetable to hold a ballot of 115,000 members across Royal Mail Group (excludes Parcelforce and the Post Office). Around 500 reps will debate a range of issues, including securing job protections in Royal Mail, alternative business models to privatisation, changes to pensions, and workplace pressure.

Billy Hayes, CWU general secretary, said: “UK postal services are facing unprecedented change and threats. We will always embrace innovation and changes in the industry, but only on terms which maintain decent jobs and protect quality services. This policy forum is all about anticipating what may lie around the corner and how CWU can react to protect the interests of our members and customers they serve in the increasingly changing world of postal services.”

Dave Ward, CWU deputy general secretary, said: “We want to secure the best possible protections for our members’ jobs and we will stop at nothing to ensure that their future, and that of the UK’s postal services, are protected.

“The offer on job protection made by Royal Mail earlier this month wasn’t worth the paper it was written on. Patience is wearing thin and unless we can secure robust protections for jobs, pay and terms and conditions soon we are asking our reps to endorse a policy of holding a national industrial action ballot no later than September.”

Agenda for the policy forum:
Logan Hall, Institute of Education, 20 Bedford Way, London, WC1H 0AL

Policy Forum Day 1: Wednesday 31st July 2013
1200 – 1300 Registration
1300 – 1600 Pensions
1600 – 1800 Taking the Consultative Ballot Forward

Policy Forum Day 2: Thursday 1st August 2013

0930 – 1200 Taking National Talks Forward – decision on whether to hold a strike ballot
1200 – 1300 Lunch
1300 – 1430 CWU Alternative Business Model
1430 – 1600 Save our Royal Mail Campaign

Some sessions will be closed but media is welcome to attend the Forum. The Thursday morning session and vote on whether to hold a national strike ballot will be open to journalists.

Employment tribunal fees – one of the key changes to UK employment law being introduced by this government – come into force on Monday 29 July. You still have time to get your claims in, but you must be quick!

If you have a current submission you can still make it without incurring the fees by applying via the online system by 4pm Friday 26 July, or by first class post on or by the same day. You can also email or fax your forms over the weekend before 23:59 on Sunday 28 July.

A new online submission service, with the new ET1 form, will be available from Monday 29 July 2013 and the new form must be used from this date. Fees ranging from £160 to £1,200 will apply for all employment tribunals from this date. CWU will fund these fees for members whose cases the union takes on.

Tony Rupa, Head of CWU Legal Services, said: “The introduction of the fee structure will seriously restrict our members’ ability to access the tribunal system, especially those on low incomes. It’s an elitist barrier to accessing the justice system which I fear will lead to a rise in bad behaviour by unscrupulous employers in relation to unfair dismissals, discrimination and other unfair treatment at work.

“The government has simultaneously introduced fees for claimants and reduced the level of compensation awards which they could be eligible for. It’s a clear attack on employment rights in this country, which are already the weakest in Europe. As an organisation which operates to protect people at work, we will be funding these fees for our members.”

CWU funding

CWU will fund payment of the issue fee on behalf of our members who submit an ET1 application. Additionally, if the case is assessed as having the required prospects of success and subsequently authorisation is given by the Legal Department to run the case on behalf of the member, if this case progresses to a full tribunal hearing, the union will pay the hearing fee, as appropriate. This arrangement will be monitored over the coming months.

Members should be made aware that the union is not obliged to support any case unless we consider that it has reasonable prospects of success, i.e. 50% or more. Employees have the right to take a complaint of unfair dismissal or unlawful discrimination and other disputes to a tribunal provided they meet the qualifying legal conditions.

Full information regarding the changes, and advice on how to apply for a tribunal hearing, are available in LTB 498 in the members’ area of the website.

For further information on this issue, please contact Tony Rupa in the CWU Legal Services department on 0208 971 7444 or via email trupa@cwu.org.

Dear Colleague

 ROYAL MAIL PAY AND CONDITIONS OFFER – REJECTED

 It was reported previously that as the Consultative Ballot concluded, the Union received a three year closed pay and conditions offer from the company.  The purpose of this LTB is to confirm the detail of the offer and explain why it has been rejected. 

 THE ROYAL MAIL PAY AND CONDITIONS OFFER

 1.           Pay

 Year One (April 1st 2013 to March 31st 2014) – 2.6% basic pay increase + £300 lump sum payable December 2013 (subject to Industrial Action clause) *

 Year Two (April 1st 2014 to March 31st 2015) – 3% basic pay increase (subject to review if inflation is below 2.3% or above 3.3%) *

 Year Three (April 1st 2015 to March 31st 2016) – 2.8% basic pay increase (subject to the same review of inflation) *

 * All basic pay increases to flow through to Overtime/Scheduled Attendance rates, all allowances including Shift, London Weighting and Scottish Distant Island Allowance.

 2.           The pay offer is conditional on acceptance of the following:

 
* Acceptance of the previously rejected pension proposals currently out to consultation.

* Three year protection of existing contracts of employment and some other terms and conditions, alongside a commitment to no outsourcing for the three year duration of the deal.

* The development of an agenda for growth and stability with a commitment to a workplan to take this forward.

 
 
CWU Reasons for Rejection

 In considering the offer the Executive recognise that in today’s climate the pay element will be seen as significant, but the offer must also be viewed as an overall package and in the context of our major concerns over the company’s future strategy, pensions, privatisation and end to end competition.  Further reasons for rejecting the offer are as follows:

 
* The pay element in isolation does not meet with the terms of CWU policy and we will be seeking a higher, more straightforward settlement. 

 Neither does the pay element address our claim for significantly improved overtime rates and new bonus arrangements. 

 As well as a higher basic pay award, the Union will be seeking more certainty in any long-term deal, rather than inflation reopener clauses.

 
* The linkage to the previously rejected pension proposals is unacceptable. 

 
* The protection of some terms and conditions included in the offer is a key Union agenda item.  However, the protections attached to this offer are neither extensive enough, explicit enough nor adequate in their longevity.  Neither are they legally enforceable and would not offer CWU members any protection in the event of a change in ownership.

 
* An agenda for growth and stability is something the Union has wanted and will support if the conditions are right.  However, this offer lacks clarity over the future and is not a substitute for a proper agreement over the company’s future parcels strategy.

 Next Steps

 All in all, although this offer has been rejected, it does demonstrate that the company now appear to be serious about resolving issues that have been on the Union’s agenda for some time. 

 The Union is committed to further negotiations and a meeting has been arranged with the company later this week.  Please ensure the content of this LTB is distributed to all local workplaces.

 A further LTB will be issued this week confirming arrangements for a Conference/Policy Forum, alongside a Special Report setting out our next steps.  Any enquiries on the above LTB should be addressed to the DGS (P) Department.

 Yours sincerely

 Dave Ward 

Dear Colleague
BOYCOTT OF COMPETITORS’ MAIL – LEGAL POSITION
Having considered all the issues surrounding a potential injunction, which could have prevented the Union from taking legal industrial action on a range of issues, the CWU has given Royal Mail an undertaking that we will not call for a boycott of competitors’ mail on reliance of the consultative ballot result. 
However, the Union will continue to build pressure over the issue of unfair competition.  Firstly, we will explore if there is any legal way of carrying out a future boycott as part of a properly constituted industrial action ballot.  Secondly, we will expose Royal Mail’s abject failure to tackle End to End competition.  In recent months the company has moved from being a vocal critic, to publicly supporting Ofcom’s ‘wait and see’ approach.  We want Royal Mail to explain to the workforce how they intend to protect revenue, jobs, and the pay and conditions of our members.  Thirdly, we will plan a specific event to focus on the actions of the Regulator in the near future.
The boycott policy has already been effective in creating a lot of publicity.  As a direct result of the Union’s actions we have seen Ofcom backtracking on the damaging proposals they were contemplating from their user needs consultation.  We have seen Ofcom, for the first time, layout a detailed process on what needs to happen for them to directly intervene on end to end competition.  Furthermore, we have seen Ofcom publicly commit to a firmer monitoring of the ongoing situation with a major review in 2015.  Now the CWU will focus on fresh strategies to tackle unfair competition.
Please ensure the terms of this LTB are communicated to our members.  The Union will be sending out further information next week on all the major issues we are currently dealing with.  We have attached a copy of our press release issued today.
Yours sincerely
                                
Dave Ward                                                    Billy Hayes
Deputy General Secretary (P)                             General Secretary

 
 
 
 28th June 2013
For immediate release
Fight goes on over unfair competition
The Communication Workers Union is today (Friday) pleased that the profile of the issue of unfair competition and opposition to privatisation has been raised by the union’s consultative ballot result. The union has accepted legal advice which says it would not be legal to undertake boycott action on the back of the consultative ballot alone, but says the fight goes on.
Dave Ward, CWU deputy general secretary, said: “Postal workers have clearly spoken. When asked directly, 92% said they were prepared to take part in a boycott of competitors’ mail and 96% said they opposed privatisation of Royal Mail. This has significantly raised the profile of these issues.
“We have accepted the advice of lawyers that it would not be legal to take action on boycotting competitors’ mail on the basis of the consultative ballot result alone.
“We are now considering how this action could be taken. There are a number of outstanding issues for our members in Royal Mail and we are exploring the possibility of holding a national industrial action ballot which could also deal with the boycott.
“In the meantime, Royal Mail must explain to its workforce how they are going to protect revenue, jobs and terms and conditions when they have abjectly failed to tackle this issue. They should be taking TNT to court, not us.
“TNT is allowed to set up delivery networks on an unlevel playing field – delivering what they want, when they want, where they want on poverty pay and with no quality of service standards. The government and regulator are sleepwalking into a disaster waiting to happen. The fight goes on to protect the future of UK postal services.”
CWU published the results of its consultative ballot on 19 June. Ballot papers were distributed to 112,000 postal workers in Royal Mail (not the Post Office or Parcelforce) asking four questions.
The results, on a 74% turnout, were:
Q1: Do you oppose the privatisation of Royal Mail? YES 96%
Q2: Do you support the boycott of competitors’ mail? YES 92%
Q3: Do you support the CWU Pay claim? YES 99%
Q4: Do you support the policy of non-cooperation? YES 92%