Election of: CWU NATIONAL EXECUTIVE COUNCIL (NEC) – 2015 

• Postal constituency vacancy (1 position)

 

Following the successful election of Davie Robertson to the position of CWU Assistant Secretary (Postal) there is now a Postal Constituency vacant position on the NEC.  

 

Accordingly the NEC has agreed the election timetable and regulations for the filling of the vacant Postal Constituency NEC position.

 

The timetable for the election is as follows:

 

Nominations Open:​3 November 2015

Nominations Close:​17 November 2015 (14:00)

Dispatch ballot material from:​23 November 2015  

Close of ballot:​14 December 2015 (first post)

Result Announced:​16 December 2015​              

 

The Election Regulations stipulate that a copy of the regulations for these elections must be distributed to all branches in advance of the nomination process. A copy of the Election Regulations is therefore enclosed and I would be grateful if you could ensure that these are brought to the attention of the members of your branch.

 

The regulations will also be published on the CWU website and a copy will be issued to all candidates nominated to stand in the Election.  

 

Nomination Forms for this election are available on written request from the SDGS department.

 

Election Prize Draws

 

Branches are reminded that in order to protect the integrity of these very important national election’s and more importantly, ensure that the union is legally compliant with the relevant legislation covering such elections, that election prize draws should not be conducted under any circumstances unless written authorisation has been given by the Senior Deputy General Secretary.

 

Any enquiries regarding this LTB should be addressed to Senior Deputy General Secretary Department, CWU HQ, for the attention of Peter Metcalfe.

Telephone: 0208 971 7368, or email: pmetcalfe@cwu.org

 

Yours sincerely

 

Tony Kearns

Senior Deputy General Secretary

 

UNI EUROPA WOMEN’S CONFERENCE AND UNI EUROPA CONFERENCE – 2016 

The UNI EUROPA Women’s Conference will take place on 12 March 2016 and the UNI Europa Conference from 14 March 2016 to 16 March 2016. The venue for both Conferences will be Rome, Italy.

 

Please find attached the election regulations, Nomination forms and Candidates consent and biographical details form. These must be completed and returned by 17th November 2015.

 

The nomination entitlements are as follows:

 

1.​Branches with members in the Postal Constituency:

• 1 NEC Member

• 5 Lay Members

(At least 2 delegates must be a women and at least 1 delegate must be under the age of 30 at the date of the conference)

 

2.​Branches with members in the Telecoms and Financial Services Constituency:

• 1 NEC Member

• 4 Lay Members

(At least 2 delegates must be a women and at least 1 delegate must be under the age of 30 at the date of the conference)

 

Please note that the women delegates elected above will form the CWU delegation to the UNI Europa Women’s Conference.

 

The timetable for the election is as follows:

 

Nominations open:​3 November 2015​

Nominations close:​17 November 2015 (14:00)

Despatch ballot papers:​24 November 2015

Ballot closes:​8 December 2015 (14:00)

 

Any enquiries regarding this LTB should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237 or email address sdgs@cwu.org.

 

Yours sincerely

 

Tony Kearns

Senior Deputy General Secretary

Election of National Representative Positions – 2016 

• Women’s Advisory Committee

• Race Advisory Committee

• Lesbian and Gay Bisexual and Transgender Advisory Committee

• Disability Advisory Committee

• Members Auditors

• Independent Review Body

​

The NEC has agreed the election arrangements for the above National Representative positions listed above. Accordingly please find enclosed the regulations and nomination forms for these elections.

 

Branches will wish to note that the term of office for these positions is for a 2 year period commencing 1st January 2016.

 

The Timetable for the elections is as follows:

 

Nominations open:​3 November 2015

Nominations close:​17 November 2015 (14:00)

Despatch ballot papers:​20 November 2015

Ballot closes:​4 December 2015 (14:00)

 

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary Department on telephone number 020 8971 7237 or email address sdgs@cwu.org.

 

Yours sincerely

 

Tony Kearns​

Senior Deputy General Secretary

 

Election of: 

• CWU Delegates to the TUC Equality Conferences – 2016

 

Please find attached the regulations, nomination forms and Candidate consent and biographical details forms for the above Conferences. The details of which are as follows:

 

TUC WOMEN’S CONFERENCE

Date:​ 9 – 11 March 2016

Venue:​ Congress House, London

 

TUC BLACK WORKERS CONFERENCE

Date:​ 15 – 17 April 2016

Venue:​ Congress House, London

 

TUC DISABLED WORKERS CONFERENCE

Date:​ 19/20 May 2016

Venue:​ Congress House, London

 

TUC LGBT WORKERS CONFERENCE

Date:​ 23/24 June 2016

Venue:​ Congress House, London

 

 

The Timetable for the elections is as follow:

 

Nominations open:​3 November 2015​

Nominations close:​17 November 2015 (14:00)

Despatch ballot papers:​24 November 2015

Ballot closes:​8 December 2015 (14:00)

 

Reminders:

• All candidates for election to the TUC Women’s Conference must be women.

• All nominees require the nomination of their own Branch.

 

Any enquiries regarding this LTB should be addressed to the Senior Deputy General Secretary’s Department on telephone number 0208 971 7237 or email address sdgs@cwu.org.

 

Yours sincerely

 

 

Tony Kearns​

Senior Deputy General Secretary

 

CWU Death Benefit 

In accordance with the terms expressed in CWU Rule 4.1.11 Branches are advised that from the 1st October 2015 the CWU Death Benefit payment will be increased to £758.

 

This information will also be published in the Voice.  

 

Any enquiries relating to this LTB should be directed to the Senior Deputy General Secretary’s Department for the attention of Tony Kearns.

 

Telephone: ​0208 971 7237

Email: ​sdgs@cwu.org

 

Yours sincerely

 

 

 

Tony Kearns

Senior Deputy General Secretary

The Workers’ Herald

Click on link below to view original

Workers Herald .20

Newsletter of Wisbech, March & District TUC Issue 20 October 2015

National Gallery Strikers say Thank You

 

Thank you for your fantastic solidarity. Our strike has shown that it is always worth campaigning and that workers who stand up and fight will get support and can win. We hope that we will encourage others to do the same and our success will help build a national movement against privatisation and for an alternative to austerity.

We are pleased to have reached an agreement with the National Gallery that will mean protection of terms and conditions for our members and a return to work for our senior rep Candy Udwin. Unfortunately despite all of our best efforts and yours we have not stopped the private contract at National Gallery going ahead on 01 November. However, the gallery have agreed to review the contract after one year.

 

We are still fundraising to be able to support our low paid members who have had no pay for 111 days so any donations will still be gratefully received!

DONATE VIA PAY PAL

Or you can donate to Sort code 086001 Account no 20169002 or cheques to PCS Culture Media and Sport Association, c/o PCS North West Region, Jack Jones House,1 Islington, Liverpool L3 8EG

 

Living Wage Week 1-7 November

This is held each year in the first week of November. On the Monday 2 November the Living Wage Foundation will announce the 2015/6 Real Living Wage which is presently £7.85 an hour outside London. Already well above Mr Osborne’s fake living wage. The real living wage is based on research by the Joseph Rowntree Trust in which members of the public identify what is needed for a minimum acceptable standard of living. This is then combined with the actual cost of living including essentials like rent, council tax, child care and transport, to produce the living wage figure. The fake living wage is just a figure plucked out of thin air.

This is also an opportunity to demonstrate to the public how Osborne and Cameron have lied to the public over being the party of hard working families and their fake “national living wage”. Despite many attempts to get support we have only enough volunteers to run one stall which will be in March Market Place between 10.30am and 12.30pm on Saturday 7th. If you can help please respond to Martin field at martin.mkatfield@gmail.com

 

Tony Benn Film – tickets limited

Tony Benn Will & Testament will be showing at the Light Cinema in Wisbech at 7.30pm on November 17. Tickets are £5 from Light Cinema Box Office.

A member of the film crew will be present for the Q&A but Tom Watson is very doubtful, a substitute is being sought.

The film will be shown in the smaller of the two downstairs screens so early booking is advised to ensure a ticket.

 

BBC inadvertantly points way forward for Labour

Michelle Dorrell who emotionally exposed the Tories tax credit lies on Question Time on 15 October vindicates the new social movement of Jeremy Corbyn. In an interview for the Guardian she commented; “Corbyn is shaking things up and allowing our voice to be heard but there’s more to be done. We need more normal people like me that have been through the worst and have tried to better themselves.”

It is easy to criticise Michelle for voting Tory at the last election but what she says should make us all aware of how we need to campaign. Michelle is one of many “normal” people who didn’t vote Labour in May or put differently one of the many ordinary working class voters who didn’t identify with or felt betrayed by Labour. Some like Michelle now feel betrayed by the Tories but as she says can see a difference in Jeremy Corbyn’s Labour Party. We all need to listen, learn and build on what Michelle has said.

 

Michael Meacher

 

The sad news of Michael Meacher’s sudden death came after I had written this month’s book review. I considered pulling the review out of respect for Michael but then I remembered the end of his forward to the book where he says “I believe this collection of essays opens up a new vision out of the tired and sterile arguments that have crippled politics over the last decade or more and point to…a profound transformation of our society that so many of our people long for.”

Michael has been a great friend of the trade unions and all who have held genuinely progressive political views over a number of decades. He will be greatly missed. I feel the best way we can pay tribute to his work in the labour movement is to actively support the social movement that Jeremy Corbyn is leading and which Michael Meacher so whole heartedly supported and helped to create.

 

News in Brief

 

SERTUC union learn annual conference

Tuesday 3 November at Congress House, register at Aryan@tuc.org.uk Agenda here https://sertucresources.wordpress.com/sertuc-events/

SERTUC Women’s Rights Committee training seminar

Friday 27 November at Unite House London, with TU Bill, Abortion Rights, workshops and comedian. Full agenda here https://sertucresources.wordpress.com/sertuc-events/

SERTUC health & safety reps conference

Trade unions campaigning for better health, safety and well-being at work and in the community Friday 5 February 2016 at Congress House. Registration details herehttps://sertucresources.wordpress.com/sertuc-events/

Theatre: United We Stand

Townsend Productions present the story of Des Warren, Ricky Tomlinson and the Shrewsbury Pickets – 2 to 14 November in Peckham http://www.townsendproductions.org.uk/productions/united-we-stand

National Pensioners Convention

Parliamentary lobby on social care and pensions Wednesday 4 November 11.30 onwards, contact NPC 020 7383 0388

Schools Out UK: LGBT History Month

Theme: Religion, belief and philosophy Thursday 26 November Cambridge, all day and evening http://lgbthistorymonth.org.uk/showcase-set-for-november-26th/

 

Campaign to save mental health services in Norfolk & Suffolk

Public meeting Monday 2 November 5.30pm Norwich including Guardian columnist Owen Jones http://norfolksuffolkmentalhealthcrisis.org.uk/2nd-november-2015-norfolk-2nd-anniversary-public-meeting-with-guest-speaker-owen-jones-uea-lt1-1730-1930/

Stand up for your rights Hard hitting video: a powerful voice for the unemployed of Southwark https://www.youtube.com/channel/UCTIJPKxld-3UMp9O1qtaLUQ?feature=em-share_video_user

The Welfare Charter developed with Unemployed Centres Combine, PCS, Unite Community http://londonunemployedstrategies.com/2015/09/16/welfare-charter-launched-at-tuc-congress-2015/

Nicaragua Solidarity Campaign

An afternoon of Nicaraguan films Saturday 21 November 3pm £11.50/£6.50 details here http://www.nicaraguasc.org.uk/shop/filmshowtickets.htm

Jobs at Ruskin College Oxford

More information here http://www.ruskin.ac.uk/work/other-vacancies.php

Trade Union Research and Curriculum Development Officer fixed term to 31 July 201

Trade Union Education Development Officer fixed term to 31 July 2017
Book Review

 

Published in February of this year this book was intended to influence a new Labour government on an economic policy that separated Labour from Tory Austerity . It is even more useful today since the election of Jeremy Corbyn as leader. With contributions from David Blanchflower, Marianna Mazzacuto, Richard Murphy, Andrew Cumbers, John Mills, Ha Joon Chang and more this book of short essays is a useful introduction to the economics debate that Jeremy and John McDonnell have promised.

The book also destroys the arguments of the Blairite “no alternative to neoliberalism” hard right of the Labour Party. Some of the top economic thinkers explain the arguments as to why change is needed and suggest alternative economic policies. This is a handy, easy to read overview of the alternative to austerity and neoliberal free market economics. It is £9.99 and available through Searching Finance on the internet or via E-Bay.
Children’s Book Review (courtesy Tom Pride)

With Christmas coming we are reminded that all our book reviews so far have been for adults so this is the first of our suggestions for children.

Our first book as you can see is very topical and hot off the presses. This is a story about how thousands of children in a part of the country somewhere up north, and not near anything of importance, are saved from having to ask for Christmas presents or eat Christmas dinner because their Mum’s and Dad’s have lost their jobs after the steelworks closed and have no money.

Instead of a being forced to go to Santa’s grotto they have been able to join a million other children visiting a Foodbank this Christmas all thanks to kindly Dave and George who have also found a way of preventing many hard working people losing their tax credits next year.

The book is available from Tory Central Office and if you are able to afford the price of the book they will soon ensure you can’t.

Health and safety statistics 2014/15

Published online today (27 October) the latest statistics on work-related health and safety in Great Britain and includes the following key annual figures (2014/15):

• 1.2 million working people suffering from a work-related illness.

• 2,538 mesothelioma deaths due to past asbestos exposures (2013).

• 142 workers killed at work.

• 76,000 other injuries to employees reported under RIDDOR.

• 611,000 injuries at work from the Labour Force Survey.

• 27.3 million working days lost due to work-related illness and workplace injury.

• £14.3 billion estimated cost of injuries and ill health from current working conditions (2013/14).
If you can be in London on 2nd November support the demonstration from 1pm in Westminster Central Hall . To lobby your MP e-mail him or her and say you want to lobby them you will be given a time. If you cannot why not e-mail them anyway.

1 – 3.30pm – rally Hear from some exciting speakers from 1pm – 3.30pm.

2pm – lobbying starts -The lobbying in Parliament will start from 2pm and throughout the afternoon groups will go over to the House of Commons to meet with their MPs to explain why they should vote against the bill.

Is comparing Tory Britain to Franco’s Spain too farfetched? (Editorial)

When Tory MP David Davies compared part of the TU Bill to Franco’s Spain he may have been much nearer the truth than he imagined. A quick check on Tory policies throws up some startling comparisons with authoritarian regimes.

This time last year, the Gagging Act had just come into effect. It prevented trade unions, charities and community groups from effectively participating in the general election. Did you notice how dull the election was when only politicians could contribute? Democracy is based on people being able to have a say, the Act seriously undermined the principles of freedom of expression, leaving the Tories open, with their massive donations from multi-millionaires and corporate business, to smear their opponents and frighten the electorate with Goebbels like propaganda.

The election success saw the Tories swiftly move on other policies they couldn’t get through when in coalition. The TU Bill introduced in parliament in July will seriously weaken trade unions, require strike leaders to register with police, undermine the right to strike and see the government interfere in the affairs of independent trade unions to an extent not seen in any other established democracy.

The Tories too have made no secret of their intention to scrap the Human Rights Act and effectively withdraw from the European Convention. These are rights, which are the cornerstone of any modern democracy, guarantee individual and collective liberties.

Then there is Individual Electoral Registration (IER) which is being rushed in against the advice of the Electoral Commission because the Tories want to influence the Boundary Commission review in a way that benefits the Tories even more. The Tories intention, thwarted under the coalition, is to ensure a built in Tory majority in England. IER is predicted to result in millions losing their right to vote especially those in Labour dominated constituencies. The Tory intention in rushing this in is to influence the boundary review into reducing the number of electoral constituencies which are more likely to vote Labour, by reducing the electoral roll in those constituencies.

Finally not only has the government decided to limit the ability of unions to support their members and significantly interfere in their internal affairs, but the government party is now rebranding itself as the Workers’ Party and setting up its own trade unionism. This is the nearest we have ever come to abolishing independent trade unions in this country and is behaviour reminiscent of some of the most obnoxious and authoritarian regimes of the 20th Century.

1 – 3.30pm – rally Hear from some exciting speakers from 1pm – 3.30pm.
2pm – lobbying starts -The lobbying in Parliament will start from 2pm and throughout the afternoon groups will go over to the House of Commons to meet with their MPs to explain why they should vote against the bill.
Where were the Black and Asian Suffragettes?

While the portrayal of the suffragette movement in the film from a working class perspective should be applauded it is sad that the role of Black and Asian women in the suffragette movement was ignored.

Black and Asian suffragettes were at the forefront of the Black Friday protest outside Parliament on November 18 1910 which resulted in two suffragettes being killed. It is even more regrettable that the film premiere should coincide with Black History month.

Nevertheless this film is an important reminder of how long it took for universal suffrage to be achieved and how important it is not to lose the vote. Individual Electoral Registration (IER) is threatening to remove up to 2million people from the roll on top of the already 8 million that are not registered. We must not let that sacrifice be wasted.

The photograph is of suffragette Ada Wright, beaten by British police on November 18 1910 outside parliament. For six hours women were batoned, beaten, punched, thrown to the ground, kicked on the floor and had their faces rubbed against railings in full view of the House of Commons.

 

5

 

AGREEMENT BETWEEN RMSS RELAY AND THE COMMUNICATION WORKERS UNION ON THE CONTENT AND SELECTION PROCESS FOR THE DRP DUTY 

Branches and representatives will be aware that in 2008 the department circulated the Agreement between Branch Direct and the Communication Workers Union on the Deployment of D.R.P. (LTB 256/08 refers).

 

Following the conclusion of the aforementioned agreement, major restructuring of the business took place following the loss of the Barclays contract and the business was rebranded from Branch Direct to RMSS Relay.

 

The restructuring activity resulted in a revised structure and reduced the number of sites with a managerial presence on site. Therefore where sites no longer had an on-site manager RMSS Relay and the CWU agreed to create two specialist roles with additional responsibilities and a separate allowance. The roles created were the Designated Responsible Person (DRP) and the Territorial Balance of Staff LA.

 

In 2010 RMSS Relay became a standalone business and has had great success through diversifying and broadening its customer base and ultimately this has enabled them to now provide on-site management in some smaller units. This has led to a need to jointly review the content of the 2008 agreement for specialist roles, as the Territorial Balance of Staff LA role has ceased and is no longer part of the structure.

 

Discussions have therefore been taking place between the department and the business on a revised agreement which has culminated in the attached document being concluded (Annex A). This document was endorsed by the Postal Executive at its meeting on the 20th October 2015 and replaces the existing agreement that was concluded in 2008.

 

In addition also attached for information purposes is a copy of the job description for the DRP role (Annex B).

 

Branches and representatives are requested to ensure that our RMSS Relay members are made aware of this LTB and its contents.

 

 

 

 

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, e-mail: dwyatt@cwu.org or shayman@cwu.org quoting reference number 218.02.

 

Yours sincerely

 

 

Davie Robertson

Assistant Secretary

 

 
COMMUNICATION WORKERS UNION

URGENT INFORMATION FOR MEMBERS

 Facebook: Dave Ward CWU @DaveWardGS

 

 

 

 

 

AGREEMENT BETWEEN RMSS RELAY AND THE COMMUNICATION WORKERS UNION ON THE CONTENT AND SELECTION PROCESS FOR THE DRP DUTY

 

 

BACKGROUND

 

IN 2008 A MAJOR RESTRUCTURING OF RMSS RELAY (KNOWN AS BRANCH DIRECT AT THE TIME) IMPLEMENTED A NEW OPERATIONAL MODEL FOLLOWING THE LOSS OF THE BARCLAYS CONTRACT. THIS REVISED STRUCTURE REDUCED THE NUMBER OF UNITS WITH ON-SITE MANAGERIAL PRESENCE.

 

AGAINST THIS BACKDROP RMSS RELAY AND THE CWU CREATED TWO SPECIALIST ROLES WITH A SEPARATE ALLOWANCE TO TAKE ON ADDITIONAL RESPONSIBILITIES WHERE SITES NO LONGER HAD AN ON-SITE MANAGER. THESE ROLES WERE THE DESIGNATED RESPONSIBLE PERSON (DRP) AND THE TERRITORIAL BALANCE OF STAFF LA.

 

SINCE THEN RMSS RELAY, SUPPORTED BY A PROGRESSIVE RELATIONSHIP WITH THE CWU, HAS MADE GREAT PROGRESS AS A STANDALONE BUSINESS UNIT THROUGH DIVERSIFYING AND BROADENING ITS CUSTOMER BASE. THIS HAS ENABLED THEM TO GRADUALLY PROVIDE MORE MANAGEMENT SUPPORT IN ITS SMALLER SITES.

 

COMBINED WITH MANY CHANGES TO OPERATIONAL PROCESSES AND SYSTEMS OVER THAT PERIOD, THIS HAS LED TO A NEED TO JOINTLY REVIEW THE CONTENT OF THE 2008 AGREEMENT FOR SPECIALIST ROLES.

 

THE TERRITORIAL BALANCE OF STAFF LA ROLE HAS CEASED AND IS NO LONGER PART OF THE STRUCTURE. THEREFORE THIS REVIEW IS CONFINED TO THE DRP ROLE.

 

THIS DOCUMENT REPLACES THE 2008 AGREEMENT BETWEEN “BRANCH DIRECT AND THE COMMUNICATION WORKERS UNION ON THE DEPLOYMENT OF DRP AND TERRITORIAL BALANCE OF STAFF DUTIES IN THE RESTRUCTURED OPERATIONAL NETWORK”.

 

 

Aims and Objectives

 

➢ To review the duty content and job description for the DRP role, ensuring that it remains fit for purpose and reflects the current operational requirements of RMSS Relay.

 

➢ Agree the job specification and personal skills required that attract a skills allowance for the DRP role. Concluded and attached as Annex A.

 

➢ To create the opportunity for all members of the unit to express interest in any above core skill duty when they become available.

 

➢ To create a pool of adequately skilled individuals at local level for future job selection and duty coverage.

 

➢ To expand the opportunities for individuals to train and develop their skills in line with the role(s) they aspire to.

 

➢ To define the agreed process of vacant duty selection and re-sign arrangements for such duties.

 

 The Agreement

 

1. This agreement between RMSS Relay and the CWU sets out the agreed processes applicable to duties covered by CWU represented grades that are considered to require skills over and above a core OPG role.

 

2. Both parties agree that clearly understood procedures for developing skills and filling duties requiring skills above core, will help improve and maintain the efficiency and effectiveness of the operation. Equally, the agreement will ensure the process is unbiased to any individual, transparent, fair and ensures opportunity to all.

 

3. The agreement provides for robust arrangements, which offer operational flexibility and consistency via a larger grouping of skills within each unit with a greater number of individuals able and equipped to perform the more specialised roles in a unit.

 

 

Appointment

 

4. The DRP role will be selected in line with normal procedures for “selection by skills” under the Way Forward Agreement. Where a number of candidates possess the same skill level required for the role, seniority will be the determining factor.

 

5. The outcome of any test or determining process must be fully recorded and counselling notes prepared and delivered to all unsuccessful candidates.

 

6. Specialised jobs when vacant in each depot will be advertised, with a brief description of the agreed core skills or aptitude required. All employees in the depot will be entitled to apply. However, the nature of the work is likely to mean that only people who have been trained in advance for the duty (see below) are likely to be successful. The most suitable candidate as determined by the process will be selected, with seniority being the determining factor where two or more candidates are equally suitable.

.

7. To ensure adequate coverage exists in each depot for selected duties at times of annual leave and sick leave a locally agreed reserve list for each specialised duty will be established. Initially the number of reserves required will be agreed locally, applications for training will be invited and a training programme arranged. The intention will be to give everybody training who expresses interest in developing their skills to the jobs they aspire to within six months of an application being received where practicable. This will be subject to an assessment of likely requirements against the manpower plan. Where there is a need to prioritise such training the order will be agreed locally.  

 

8. Against this backdrop the most suitable person will fill vacant specialist duties in line with the principles of Para 4 above. Where an individual is unsuccessful in their application and following counselling, and where appropriate, training to meet the required skills will be offered (as per para 7 above).  

 

 

 

 

 

Appeal

 

9. Equally, unsuccessful candidates will be entitled to an appeal on the basis of (a) failure to follow the laid out process, or (b) direct discrimination on grounds of gender, race, or sexual orientation.  

 

10. Notification of any intention to appeal must be made within 5 working days, in writing and stating the reason for the appeal. The appeal will be heard by a manager who is at least one grade higher than the original decision maker and who is independent of the initial decision. An individual may be accompanied or represented by a friend or CWU Representative at the appeal.

 

 

Deployment

 

11. It is recognised that some types of selected duties can be demanding. If an employee needs a temporary change of attendance or duty, for personal or domestic reasons (which must be adequately explained), every effort will be made to meet the individual’s needs. This may mean that the individual needs to surrender the duty (with associated payments) for a short period of time until able to perform the duty once again.

 

12. Any questions of interpretation, implementation or application of this agreement shall be referred to the signatories of this agreement as a matter of urgency and will be dealt with inside the provisions of the IR framework.

 

 

Designated Responsible Person (DRP)

 

This agreement formalises and standardises existing DRP arrangements and sets agreed processes covering the following issues:

 

➢ Roles and Responsibility.

➢ Duty Creation.

➢ Duty Selection.

➢ Remuneration.

 

 

Roles and Responsibility

 

It is agreed that the role of the DRP is to provide administrative support and enhance customer service within the RMSS Relay unit. It will have no managerial responsibility for the unit or staff and all tasks associated with the role are deemed to be appropriate to CWU represented grades within RMSS Relay. Accordingly the following tasks are agreed as indicative to being proper to the role:

 

➢ Supporting the Unit Manager in basic admin controls for processes such as, recording of overtime, agency and vehicle requirements.

➢ Generation of standard unit reports, e.g, Quality of Service, Manpower Utilisation, Security, Health and Safety and Transport.

➢ Complying with Delivery Connect procedures through pre and debrief feedback to colleagues in the unit.

➢ Supporting the Unit Manager in transport functions relating to compliance with vehicle maintenance schedules and issue of keys to drivers.

 

➢ Dealing with enquiries from customers/helpdesk.

➢ Coaching colleagues.

 

Full discussions on the development of agreed training packages and standards will be concluded between RMSS Relay and the CWU nationally to ensure the role receives appropriate development.

 

 

Duty Creation

 

While in exceptional circumstances DRP roles may be self-contained, it is anticipated that in most cases these roles will be combined with driving or other operational activity to provide full time duties.

 

In such instances RMSS Relay management and the CWU will agree locally the most appropriate operational duty or duties to accommodate the DRP role. This principle will also be applied to any wider revision process undertaken in the Depot.

 

 

Duty Selection

 

DRP duties will be available to all RMSS Relay employees. Selection will be on the basis of agreed procedures. The candidate needs to meet the criteria outlined in the DRP job description and possess the basic skills required to perform the role, e.g. computer literacy. Appropriate training will be provided for the successful candidates prior to uptake of the responsibilities.

 

 

Remuneration

 

These positions are graded as OPG. All staff performing DRP duties receive the equivalent of the Royal Mail Workplace Coaching Allowance of £35.06 per week. This allowance will be paid 52 weeks per year, including during periods of annual leave and sick leave.

                     

Davie Robertson​Alex Warner

Assistant Secretary​Managing Director

CWU​RMSS Relay

 

 

22nd October 2015​

 

 

ANNEX B

Job Description

 

Title:​​DRP role, Royal Mail Relay

Reporting to:​​Unit Manager or Shift Manager

 

Overview:

 

ROYAL MAIL SPECIALIST SERVICES OFFERS AN OVERNIGHT CONSOLIDATED OUT OF HOUR’S DELIVERY SERVICE TO THE FINANCIAL AND INSURANCE MARKET SECTORS, ENGINEERING PARTS AND RETAIL COLLECTION AND DELIVERY. OUR CUSTOMERS ARE BLUE CHIP COMPANIES, RETAIL AND ENGINEERING CUSTOMERS WHO PAY FOR, AND EXPECT, THE BEST POSSIBLE SERVICE.  

 

RMSS RELAY HAS BEEN OFFERING AN UNPARALLELED QUALITY OF SERVICE TO OUR CUSTOMERS, SINCE OUR INCEPTION IN 1999. WE ARE CONTINUALLY STRIVING TO BEAT OUR CUSTOMER’S EXPECTATIONS, AND ARE AT THE FOREFRONT WHEN IT COMES TO INNOVATION AND FORWARD THINKING. WE BELIEVE THAT BY DEVELOPING AND EMPOWERING OUR PEOPLE TO MAKE THE CRUCIAL OPERATIONAL DECISIONS WE CAN MAINTAIN OUR PLACE AS THE INDUSTRY LEADER.

 THE JOB:

 

➢ FIRST POINT OF CONTACT FOR ALL FRONTLINE STAFF, TO DEAL WITH ENQUIRIES OR TO ESCALATE IF UNABLE TO RESOLVE.

➢ ENSURE FULL COMPLIANCE OF PRE-BRIEF AND DE-BRIEF POLICIES AND PROCEDURES WORKING WITH A SMALL TEAM OF FRONTLINE STAFF IN THE DELIVERY/COLLECTION AND SORTATION PART OF THE OPERATION.

➢ SUPPORT THE TEAM TO ENSURE THAT QUALITY OF SERVICE TARGETS ARE MET AND EXCEEDED.

➢ CONFIRM WITH THE LINE MANAGER THAT ANY FRONTLINE EMPLOYEES WHO RETURN TO WORK FROM ABSENCE ARE FIT TO RESUME DUTIES.

➢ SUPPORT THE TEAM TO ENSURE COMPLIANCE TO SECURITY (INCLUDING KEYS ADMINISTRATION), HEALTH & SAFETY AND TRANSPORT.

➢ ENSURE SCANNING PROCEDURES ARE COMPLETED VIA PRE-BRIEF AND DEBRIEF AND PROVIDE FEEDBACK TO TEAM MEMBERS, INCLUDING OUTSTANDING EXCEPTIONS.

➢ PROVIDE COACHING/MENTORING ASSISTANCE TO TEAM MEMBERS TO ENSURE COMPLIANCE WITH OPERATIONAL PROCEDURES.

➢ BE RESPONSIBLE FOR ENSURING THAT ALL VEHICLES ARE IN A ROADWORTHY CONDITION (WHERE THEY ARE NOT ENSURE PMT PROCESS IS ADMINISTERED CORRECTLY), AND MAINTENANCE SCHEDULES ARE ADHERED TO.

➢ BE RESPONSIBLE FOR THE TIMELY COMPLETION AND ACTIONING OF ALL RELEVANT REPORTS, FOR BOTH OPERATIONS AND STAFF.

➢ Working with customer service helpdesk – proactive and reactive CS issues.

➢ SUPPORT MANAGER WITH ADMINISTRATION OF OVERTIME, AGENCY AND VEHICLE REQUIREMENTS.

➢ Act as a contingency driver when need arises.

➢ Input to planning for implementation of new customers and changes to current operation.

➢ Interface with PFW at a local level.

➢ Complete a daily KPI update and reports.

➢ Complete the internal and external enforma sds.

➢ Administration of manpower plan and annual leave allocation.

➢ Administer fire alarm testing

➢ Carry out security spot checks, e.g. check site perimeter fencing, check tote boxes/satchels.

➢ Log near misses and report to line manager.

 

 

 

THE PERSON:

 

➢ GOOD OVERALL KNOWLEDGE OF THE RELAY NETWORK.

➢ GOOD IT SKILLS, WORD, EXCEL, POWERPOINT ETC.

➢ A DECISION MAKER WHO CAN THINK ON THEIR FEET AND USE THEIR OWN INITIATIVE TO SOLVE A PROBLEM.

➢ GOOD COMMUNICATION SKILLS, BOTH WRITTEN AND VERBAL.

➢ TAKE OWNERSHIP OF A PROBLEM AND SEE IT THROUGH TO SOLUTION.

➢ ABILITY TO BE FLEXIBLE AND ADAPTABLE.

➢ RESILIENT AND DEDICATED IN SEEING THINGS THROUGH.

➢ CARING AND UNDERSTANDING OF THE NEEDS OF OTHERS.

➢ CUSTOMER FOCUSED.

➢ GOOD UNDERSTANDING OF DELIVERY CONNECT AND PULL OF DAILY MI TO SUPPORT THE KPI’S OF THE RELAY OPERATION.

 

AdvanceD Engineering Apprenticeship scheme 
Please find attached a comprehensive Advanced Engineering Apprentice Scheme agreement. 

 
Background

 
After several years of lobbying by the union a commitment to re-establish an Engineering Apprentice programme was secured in the Engineering section of the Business Transformation Agreement 2010.

 
However, the Apprentice programme was subsequently launched without CWU involvement, which has created a number of problems in recent years, both for apprentices and for Royal Mail including differential treatment of external and internal recruits, lack of clarity over exit pay arrangements, lack of clarity over circumstances in which apprentices can cover engineering roles, and a national level disagreement over progression on completion of apprenticeship. 

 
The Agreement

 
The attached agreement regulates recruitment, learning and development, training, management, representation, placement, attendance, pay and progression for engineering apprentices. It moves the union from a position where we had been deliberately held at arm’s length to one in which the Apprentice programme is covered by a comprehensive agreement with the union covering all important aspects. 

 
Any enquiries should be addressed to PTCS department, quoting reference PTC/PD/dj/102. Email address: djeffery@cwu.org  

 

Yours sincerely

Ray Ellis                                               

Assistant Secretary

          

Time for Change’ in Mental Health – Royal Mail Group, CWU and ‘MIND’ Sign The Pledge.
 
Further to articles in CWU Voice, Royal Mail Courier and on both the Royal Mail and CWU Websites this is to confirm that CWU and Royal Mail have jointly pledged their full support for ‘MIND’ mental health campaign Time for Change last week, and promised to “challenge stigma and promote positive well-being in the workplace within Royal Mail Group.”
 
Time for Change is a nationwide initiative by leading charities ‘MIND’ and ‘Rethink Mental Health’ and its key aim is to “empower people with mental health problems to feel confident talking about the issue”.
 
With funding from the Department of Health, National Lottery and the Comic Relief organisation, this project has opened up a wide range of activities, engaging people in all sectors and communities, all parts of the UK and among every age group.
 
 
Signing up to Time for Change on behalf of Royal Mail was chief executive Moya Greene, while CWU national health, safety and environment officer Dave Joyce represented the CWU.
 
 
This represents joint commitment backed up by a robust action plan. From a CWU perspective, this joint pledge marks a significant step towards the aims set out in this year’s General Conference Resolution 37, which set our union’s policy on stress and mental health in the workplace.
 
 
The current estimates by experts in the field indicate that as many as one-in-four of the UK population suffer, or have suffered some form of mental health disorder – and that 70 per cent of these may be work-related. Indications are that the numbers are moving nearer to 1 in 3.
 
The agreed action plan, seeks to raise awareness and create a culture of allowing people to speak openly about mental health issues including stress, anxiety and depression and get help and support.
 
The CWU wants: 

– Royal Mail to meet the Terms of Motion 37(2015), 

– A concerted awareness raising campaign, 

– Mental Health First Aid Training for CWU Area Health and Safety Reps, Managers and
 
First Aiders, 

– Support and compassion not persecution and victimisation, 

– Reasonable adjustments, 

– Rehabilitation not medical severance, 

– and an effective Employee assistance programme (EAP) with Mental Health treated 

more like Physical Health.
Motion 37 General Conference 2015:
 
“The pressure and cumulative effect of an increasingly demanding work culture in the UK continues to generate high levels of work-related stress and mental ill-health.
 
It is estimated that nearly three-in-10 employees will experience a mental health problem in any one year.
 
Conference instructs the NEC to campaign and support:
 
· The promotion of messages about better work-life balance
· Acknowledgement of the association between work and related stress and mental 

health.
· Mechanisms to support staff who experience mental health problems
· A culture of openness about time constraints and workload.
· Better training of managers on the identification of work stress and its effects.
· Promoting a culture of ‘working smart, not long’ as outlined above
· Manageable workloads
· Workplace and work environment monitoring, audits and inspections
· Monitoring performance indicators and sickness absence
· Improvements in staff satisfaction
· Provision of time to attend counselling and support services
· Activities that promote good mental health
· Raising awareness and combat the stigma of those who suffer from mental ill- 

health/workplace stress
· Utilisation of expert advice/help either through the NHS of UK charities”
Find out more about the campaign by visiting Time for Change: http://www.time-to-change.org.uk/

Yours sincerely

 
Dave Joyce
National Health, Safety& Environment Officer

Trade Union Bill – Westminster Rally, 2nd November 

As you will be aware, the government’s‎ Trade Union Bill which constitutes a significant and wide ranging attack on trade unions, ‎is currently before Parliament. 

 

The purpose of this LTB is to ask all CWU Branches to ensure they are in attendance at the major TUC Rally and lobby against the Bill, which takes place on the 2nd November in Central Hall Westminster, commencing at 11.00 hrs.

 

The Bill sets out restrictions on industrial action, picketing, political campaigning and facility time, while prohibiting check-off in the public sector and allowing employers to use agency workers as strike-breakers. The combination of measures in the Bill will fundamentally change the way that we are able to stand up for our members’ interests and amounts to an attempt to ‎kill off the labour movement as a force in this country. Therefore, it is essential that we organise a big turnout on the day and we expect all CWU Branches to treat this as a priority commitment. We will be asking Regional Secretaries to confirm directly with Branches their attendance.

 

Targeted lobbying of Tory MPs will also take place following the rally and we have been liaising with CWU Regional Secretaries on the specific MPs we have been asked to lobby as part of the overall TUC campaign.

 

Further details of TUC and CWU campaign activities will follow next week, including a full briefing on all elements of the Bill. In advance of the rally we will also publicise a meeting point for CWU Branches. Any enquiries in relation to the content of this LTB should be addressed to the GSoffice@cwu.org. 

 

Yours sincerely

 
 

Dave Ward

General Secretary