TUC/CWU Hazards at Work – Safety Reps Handbook 2016/2017: (Fifth Edition)
 
To: All Branches
 
Dear Colleagues
 
LTB 328/2016 dated 25 May 2016 informed Branches, Health and Safety Reps and Regional Health and Safety Forums that the TUC had published the new, revised 2016/2017 fifth edition of the “Hazards at Work” Safety Reps Handbook and the CWU Health, Safety & Environment Department had taken delivery of our ‘one off’ order from the TUC Printers.
 
The new single volume, 40 chapter, 350 page book has been further improved and updated from the previous edition and is essential reading for Safety Representatives and anyone with an interest in organising for health and safety. The Hazards at Work manual was adopted as the Official CWU Safety Reps Handbook with the First Edition in 2005 and it has become a very popular and successful publication amongst CWU Safety Representatives.
 
Orders were invited from Branches at the special discount price of £12 per copy – normal commercial price per single purchase copy of the new book direct from the TUC is £48, to Educational bodies £32 and to TUC affiliated Trade Union members £20 per copy plus p&p. However, the CWU HQ Health, Safety & Environment Department once again, as with the earlier editions negotiated a one off bulk purchase discount price which, as in past years, is passed on to Branches, reducing the price per book to £12 per copy plus p&p. Orders deadline was 30th June 2016.
There was such a strong demand from Branches, that the H&S Dept stock of 500 manuals was soon exhausted. Discussions then took place with the TUC, and additional 100 copies of the manuals were secured at the same discount price, enabling more CWU Branches to receive copies at the discounted price. Therefore 600 manuals in total were distributed to almost 50 CWU Branches throughout the UK. Whilst this initiative was a lot of work for the Department staff, it was well received by Branches.
 
Orders for this edition via the Health, Safety and Environment Department are now CLOSED. If Branches still want copies of the manuals they need to be obtained direct from the TUC (not the H&S Dept.) and orders will be at the standard price plus P&P at the TUC rates. Here is a web link to TUC publications where Branches can order further copies.
 
https://www.tuc.org.uk/publications/category/health-and-safety
Yours sincerely
 
Dave Joyce
National Health, Safety & Environment Officer
 
Email Attachments – Click to download
LTB 537/16 TUC/CWU Hazards at Work – Safety Reps Handbook 2016/2017: (Fifth Edition)

Trials on Delivery Initiatives – Trial 3 Delivery Preference Trial
 
Branches will be aware of the ongoing discussions with Royal Mail and the department regarding the future use and design of the PDA and how this interacts with Consumers in the ability to request alternative delivery options during the course of the delivery of the products.
 
As such we were invited to a meeting where the general concepts of three initiatives were outlined and presented. Accordingly we said to the company that we would require separate Terms of Reference for all three initiatives.
 
As a result we have now concluded TOR, which have been endorsed by the Postal Executive in order to progress jointly an agreed trial. The key points of the trial are as follows;
 
Customers will be able to request to have part or all of their mail delivered or picked up by the customer for a premium payment on a specified day or time, including evenings up to 2100 Mon –Fri, or Sundays within the normal Sunday enquiry office opening time.

Customers will be able to access these premium delivery services via a website enabling them to purchase subscriptions for a one, two or three month period.

Customers will also have the choice elect to have all mail held or just non-letterboxable and/or signature mail held.

Premium delivery services will be booked and processed on a SharePoint for Delivery Offices and Collections Hubs to access the booking information to allocate and plan the service.

The trials will take place at Winchester, Cheadle, Guilford and Uxbridge Delivery Offices. Part of the rationale for choosing these particular offices are their commuter catchment area.In terms of how this will be resourced in these units, as this is a new concept and service and newly being made available to the 4 areas these DO offices cover, it is not envisaged that take up from customers will be very large. Accordingly we have detailed in the TOR that the process of resourcing to be picked up locally at the weekly resourcing meetings initially, but this will be kept under constant National joint review during the trial if the service grows and more robust resourcing arrangements are necessary. Where deliveries requested fall outside of normal hours this will be staffed voluntarily by OPG’s attracting nationally agreed appropriate pay and allowances. With regard to any evening deliveries, normal H&S risk Assessments will need to be carried out to ensure the safety and well being of staff. In addition staff will receive the appropriate training and equipment.  

 
We have also included within the TOR the full and joint CWU involvement for reps and frontline staff in order to take feedback and ensure that the TOR is followed by both parties
 
Any enquiries to Bob Gibson’s Office, quoting reference 540
Email address: outdoorsecretary@cwu.org
 
 
Yours sincerely
 
 
 
Mick Kavanagh  
CWU A/Assistant Secretary
Email Attachments – Click to download
LTB 527.16 Trials on Delivery Initiatives – Trial 3 Delivery Preference Trial

Attachment 1

This is to inform all CWU Health and Safety Representatives in Royal Mail Group that Shaun Davis Royal Mail Group Director of Safety, Health, Wellbeing & Sustainability resigned from the business last Monday and is currently working his contractual notice period with a departure date to be agreed but is likely to be by the end of the year.
Shaun asked me to thank all the CWU local and Area Health and Safety Representatives for their important contribution to the Health and Safety of the workforce in Royal Mail Group, as part of the Safety Community along with the RMG SHE team during his four and a half years with Royal Mail Group.
On behalf of the Union I thanked him for his service and wished him well in his new job as Group Head of Health, Safety and Wellbeing for the Co-Operative Group.
 
Yours sincerely
 
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
LTB 533/16 – Dr Shaun Davis Royal Mail Group Director of Safety, Health, Wellbeing & Sustainability – Resignation Monday 4 September 2016

Annual Leave/Resourcing Guidelines
The above guidelines that were circulated to Branches on the 4th November 2014 have recently been subject to a National review.
As a result of this review an updated set of guidelines is attached to assist managers and representatives when discussing and concluding 2017-18 annual leave arrangements which should be concluded in line with the way forward agreement by 31st October 2016.
The attached guidelines form part of the work of the Integrated Delivery Programme and the Resourcing to Workload Strand.
There are a few changes / additions to the original guidelines. The main change is that the yearly traffic forecast will not be used to create a yearly resourcing plan. The experience of this year’s forecast is such that both sides have concluded it is not robust or accurate enough to make annual resourcing plan decisions a year in advance. This change does not impact on current processes in relation to weekly resourcing meetings and forecasting up to 12 weeks ahead above or below your AWD, which should be kept under review using the 3 month model week updates to inform consideration to any necessary structural change.
The focus is on concluding a robust and reliable Annual Leave Plan / Agreement that includes all individuals’ legally contractual leave entitlements as its primary driver whilst secondly identifying extra leave slots in low traffic periods over and above those agreed to facilitate the taking of additional leave.
Due to other priorities it has not been possible to conduct a more comprehensive joint review in relation to the “Annual Leave Calenderisation Work Aid”.
This work aide is a useful tool in assisting the DOM’s and Representatives in determining the leave demand and selecting leave slots / blocks. However, it is currently only a guide and should therefore be used as such.
When using this aide representative’s need to pay particular attention to the leave amendment cell. The aide defaults to an average five and half weeks per person. So if the total is 272 weeks but you require 300 weeks, 28 weeks needs to be entered into the leave amendment cell for the aide to provide the necessary slots.
The aide also has a start and finish Xmas week’s cell that is set at closing leave down between weeks 37 and 40. This can be changed to reflect the weeks locally you agree to close off during the Christmas pressure period as per the way forward agreement.
The existing national agreements, guidelines, agreed tools, procedures and processes in place to support resourcing on an ongoing basis are not affected by these annual leave/resourcing guidelines. They remain firmly in place and will in fact be used to support the process and assist in providing a balanced approach to year round leave allocation and resourcing.
Below is guidance that has previously been communicated to representatives but is worth repeating especially for representatives entering into leave agreements for the first time;
It is essential when entering discussions that CWU representatives establish and allocate the unit’s contractual entitlement first which will in turn identify the number of leave reserves required to enable reliable resourcing.
“Vacancies and leave reserve vacancies should remain under constant review to ensure adequate resource is available to meet customer and operational requirements”.
This exercise should include all staff contractual leave, Bank Holiday credits for annual leave that coincides with Bank Holidays and rest days that fall on a Bank Holiday, purchased leave, and any leave days carried over from the previous year.
For example:
If the above added up to 600 weeks to be allocated and covered and 2 weeks were closed for Christmas Pressure the number of leave reserves to cover AWD would be 12, (600 / 50) = 12. Add to this the leave reserves leave 12 @ 5 weeks = 60 weeks would mean another leave reserve (60 / 50) = 1.2.
In this example that would mean that a minimum of 13 leave slots a week for 50 weeks should be available. If you then agree to open up another 3 slots due to agreed absorption through the summer weeks then in the period June to August the number of open slots available should be 16.
This is just one flat line example. Units may decide not to employ against all 13 reserves and convert some to S/A or overtime. That is your choice locally.
As a consequence of providing additional leave slots in the summer period there will be leave gaps in the ‘winter’ period which you will need to discuss and agree a plan to deal with. There will be more people available in the unit, bearing in mind traffic/workload traditionally increases during this period. This should be dealt with via weekly resourcing meetings.
Branches should progress any disagreements in regards to managers refusing to fully engage and adhere to these guidelines through the IR framework as appropriate.
Any enquiries to Bob Gibson’s Office, quoting reference 445
Email address: outdoorsecretary@cwu.org
Yours sincerely
 
Mark Baulch 

CWU A/Assistant Secretary  
Email Attachments – Click to download
LTB 511/16 – Annual Leave/Resourcing Guidelines

Royal Mail & CWU Nationally Agreed Guidelines Covering Annual Leave and weekly Resourcing

Way Forward Annual Leave Allocation & Deployment Agreement (2001)
Branches and representatives will be recall that the department has previously issued LTB 718/14 in relation to the above subject (attached at Annex A for your ease of reference).
In order to assist representatives and for ease of reference also attached to this LTB at Annex B is a copy of the Way Forward Annual Leave Allocation & Deployment Agreement (2001) which can also be located in the Postal agreements section of the CWU website.
Branches and representatives are advised that recently the department has been receiving enquiries in regard to attempts by local management to introduce a budget based Annual Leave allocation process in some of the functions that fall under the remit of the department.
To clarify the position the department can confirm that we have not been involved in any discussions around a change to the existing Annual Leave Allocation & Deployment arrangements and we reiterate that the advice as communicated in LTB 718/14 continues to hold the field.
Therefore any proposals by management to introduce the un-agreed process should be challenged and where necessary progressed via the IR Framework. 
To assist the department in monitoring the situation you are requested to also notify us of any attempts by management to introduce the un-agreed process.
Any enquiries in relation to this LTB should be addressed to Joe Malone, Acting Assistant Secretary, e-mail: dwyatt@cwu.org or shayman@cwu.org quoting reference number 203.01 & 703.01.
Yours sincerely
 
Joe Malone

Acting Assistant Secretary
Email Attachments – Click to download
LTB 531/16 – Way Forward Annual Leave Allocation & Deployment Agreement (2001)

Annex A – LTB 718 14 – Way Forward Annual Leave And Allocation Agreement 2001 – 11-11-14

Annex B – LTB 09.09.2016 – The Way Forward Annual Leave Allocation & Deployment 2001

RMG – September Quarterly Road Safety Week – 12-18 September 2016:
Further to LTB 284/16, you know that the UK National Road Safety Week takes place in November each year and the CWU traditionally supports the initiative and in recent years has worked jointly with Employers on the Campaign to reduce Occupational Road Risk, improve driver and vehicle safety and reduce road accidents. Further to that Royal Mail have introduced additional Quarterly Road Safety Weeks.
Background
Five people are killed every single day in road accidents and many more are injured. Most of those victims are at work!

Our roads are dangerous places, where hundreds of deaths and serious injuries take place every week.

But by changing driving behaviour, we can help to make our villages, towns and cities safer places to be.

Every action that drivers or passengers take, can change the outcome of a journey and the future of a family.
National Road Safety Week 21-27 November.
For National Road Safety Week ‘Brake’ the road safety charity organising Road Safety Week has chosen to focus on the six elements of the “Brake Pledge” for 2016, which takes place 21-27 November. These are Slow, Sober, Secure, Silent, Sharp and Sustainable.
They are asking everyone to make and share Brake’s Pledge online, and show their commitment to saving lives and keeping our roads safe. Anyone can join in – individuals, businesses and community organisations. Non-drivers can take the Pledge too, promising to help drivers stick to the six Pledge points.
The CWU will be looking to make a difference, and make the Pledge with employers to do six simple things to save lives this coming National Road Safety Week in November.
Registering with ‘Brake’ now to be part of Road Safety Week 2016 will get a free electronic action pack sent out to take part in the Week by promoting the ‘Brake’ Make the Pledge theme, or focusing on any other important road safety issues.
The ‘BRAKE’ National Road Safety Week theme details:
Slow:

Speeding is a contributory factor in more than one in four (27%) fatal crashes.

Sober:

One in 10 (11%) drivers/motorcycle riders killed in a crash had alcohol present in their body and one in seven road deaths are at the hands of someone who has driven while over the legal drink drive limit.

Secure:

Seat belts reduce the chance of dying in a crash by 50% and 21% of car crash victims were not wearing a seat belt.

Silent:

Drivers using a mobile phone are three times more likely to crash.

Sharp:

Regular eye tests! Poor driver vision causes 3000 casualties and cost £33 million in the UK per year.

Sustainable:

Minimising the amount we drive, by walking, cycling or using public transport instead improves the environment, individual health and air quality by cutting pollution which kills an estimated 5,000 people a year.

Royal Mail Additional Quarterly Road Safety Weeks Supported By CWU
As reported in LTB 284/16 on 10 May, Royal Mail decided to supplement the annual national Road Safety Week with quarterly Road Safety Weeks, the first being May this year and the second takes place next week 12-18 September.
Please see attached road safety week materials for September 2016. CWU HQ is giving its full support to the drive to improve road safety for our members.
The objective of this Quarterly Road Safety Week is to raise awareness of severe weather driving and preparations.
Royal Mail will deliver some key messages through a number of channels including the RMTV, local screens, a poster (attached), WTLL session and activity plans (attached). 
There will be 3 activity plans for the September Road Safety Week;
A Front Line Manager Activity Plan which focuses on completing monthly Occupational Road Risk Task Calendar tasks while focusing on severe weather driving.

One for all other managers which asks managers to focus their SMATs or Observations on the completion of the front line manager activity plans and severe weather driving.

One for ASRs which asks the CWU’s Safety Reps to focus their Safety Inspections on the completion of the front line manager activity plans and severe weather driving.

This activity plan approach was popular during November 2015 National Road Safety Week and the previous May Quarterly Road Safety Week when feedback from ASRs suggested that using a similar activity plan for ASRs during future quarterly RMG Road Safety week would be a popular approach. 
RMG Regional SHE Teams have been asked to liaise with the CWU ASRs to see where participation and a joint approach can be made and joint support with the week’s activities. 
A positioning communication has been sent out via the Regions/Business Units via RMG’s Internal Communications to ask that the front line managers’ activities are supported by the Area/Sector Managers with full CWU involvement.
See attached supporting documentation. 
Attachments:

1. Severe Weather Driving Poster

2. September 2016 ASR Activity

3. September 2016 Front Line Managers Activity

4. September 2016 Other Managers Activity
Apologies for the very late circulation of this LTB and attachments which were provided to CWU/HQ only recently due to the manager responsible for organising the RWW being off sick in the run up to the RSW. We hope to avoid late notice with future RSWs. However please note the following Road Safety Week Dates:-
21-27 November 2016 – National Road Safety Week

February 2017 – Quarterly Road Safety Week.

May 2017 – Quarterly Road Safety Week

Would all CWU ASRs and WSRs ensure they are fully engaged with SHE and Opps management, supporting the Road Safety Improvement drive.
The Royal Mail Group contact for Managers requiring further information is Sandra Baxx RMG Group SHE Driver Capability & Behaviour Manager: email: sandra.baxx@royalmail.com Mobile: 07703314463

Yours sincerely
 
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
LTB 532/16 – RMG – September Quarterly Road Safety Week – 12-18 September 2016

RSW September 2016 ASR activity plan Final

Revised RSW September 2016 DSM Collections Other Mgrs Activity Plan v3

RSW September 2016 Front Line Manager Activity Plan v3

Severe Weather Driving Poster – RSW Sept 2016

World Suicide Prevention Day – 10 September, 2016 – ‘Connect, Communicate, Care’:
To: All Branches
 
Dear Colleagues,
The World Health Organization estimates that over 800,000 people die by suicide each year – that’s one person every 40 seconds. Up to 25 times as many again make a suicide attempt. The tragic ripple effect means that there are many, many more people who have been bereaved by suicide or have been close to someone who has tried to take his or her own life. And this is happening in spite of the fact that suicide is preventable. ‘Connect, communicate, care’ is the theme of the 2016 World Suicide Prevention Day. These three words are at the heart of suicide prevention.
Connect
Fostering connections with those who have lost a loved one to suicide or have been suicidal themselves is crucial to furthering suicide prevention efforts. Although every individual suicide is different, there are some common lessons to be learned. Those who have been on the brink of suicide themselves can help us understand the complex interplay of events and circumstances that led them to that point, and what saved them or helped them to choose a more life-affirming course of action. Those who have lost someone to suicide, or supported someone who was suicidal, can provide insights into how they moved forwards on their journey. The sheer numbers of people who have been affected by suicide would make this a formidable network.
Of course, these connections should be two-way. There will often be times when those who have been bereaved by suicide, and those who might be feeling suicidal themselves, need support. Keeping an eye out for them and checking that they are okay could make all the difference. Social connectedness reduces the risk of suicide, so being there for someone who has become disconnected can be a life-saving act. Connecting them with formal and informal supports may also help to prevent suicide. Individuals, organisations and communities all have a responsibility here.
Communicate
Open communication is vital if we are to combat suicide. In many communities, suicide is shrouded in silence or spoken of only in hushed tones. We need to discuss suicide as we would any other public health issue if we are to dispel myths about it and reduce the stigma surrounding it. This is not to say that we shouldn’t exercise necessary caution; we don’t want to normalise suicide either. Careful, considered messages about suicide and its prevention are warranted, as is an awareness of how different groups of individuals may receive and interpret this information.
Equipping people to communicate effectively with those who might be vulnerable to suicide is an important part of any suicide prevention strategy. Broaching the subject of suicide is difficult, and these sorts of conversations are often avoided. There are some simple tips that can help, however. Most of these relate to showing compassion and empathy, and listening in a non-judgemental way. People who have come through an episode of extreme suicidal thinking often say that sensitively-managed conversations with others helped them on their course to recovery.
The media also have an important role to play in suicide prevention. Some types of reporting on suicide (e.g., prominent and/or explicit stories) have been shown to be associated with ‘spikes’ in suicide rates, but others (e.g., those that describe mastery of suicidal crises) have been shown to have a protective effect. Media recommendations have been developed by the International Association for Suicide Prevention and the World Health Organization to assist journalists in getting stories right.
Care
All the connecting and communicating in the world will have no effect without the final ingredient – care. We need to make sure that policy-makers and planners care enough about suicide prevention to make it a priority, and to fund it at a level that is commensurate with its significance as a public health problem.
We need to make sure that clinicians and other service providers care enough about it to make suicide prevention their core business. And we need to make sure that communities care enough about it to be able to identify and support those who may be at heightened risk.
Most of all, we need to ensure that we are caring ourselves. We need to look out for others who may be struggling, and let them tell their story in their own way and at their own pace. Those who have been affected by suicide have much to teach us in this regard.
Connect, communicate and care on World Suicide Prevention Day
On September 10th, join with others around the world who are working towards the common goal of preventing suicide. Check in on someone you may be concerned about, and start a caring conversation with them, asking them how they’re going. Investigate ways of connecting with others who are trying to prevent suicide in your community, your country, or internationally. Show your support by taking part in the International Association for Suicide Prevention’s Cycle around the Globe.
The first World Suicide Prevention Day was held in 2003 and was an initiative of the International Association for Suicide Prevention and the World Health Organization (WHO). Since then, World Suicide Prevention Day has taken place on 10th September each year.
However, it’s not just for one day! World Suicide Prevention Day is the annual focal point and efforts need to continue all year round on the theme ‘Connect, communicate, care’ and this information will allow Health and Safety Reps, Branches, Health and Safety Forums, Joint Health and Safety Committees etc., to organise and run their own local awareness raising initiatives..
Please see attached:-
WHO Fact Sheet on Suicide

IASP Suicide Toolkit

IASP Suicide ‘What You Can Do’ Support Guide

SAMARITANS – Suicide Statistics Report

Please Visit:-
The International Association of Suicide Prevention Website at: http://www.iasp.info/wspd
The Official World Suicide Prevention Day Facebook Event Page at: http://www.who.int/mediacentre/factsheets/fs398/en/
The SAMARITANS Website: http://www.samaritans.org/
 
Yours sincerely
 
Dave Joyce

National Health, Safety & Environment Officer
Email Attachments – Click to download
LTB 530/16 – World Suicide Prevention Day – 10 September, 2016

Suicide Fact Sheet (WHO)

Suicide – World Suicide Prevention Day Toolkit 2016

Suicide – World Suicide Prevention Day 2016

Suicide Statistics Report 2016 – SAMARITANS

Developing Our Vision Policy
Please find attached a letter that has been sent to the business, the content of which is self-explanatory and makes it clear that we are determined to change the current direction of travel.
It is very important that we all reflect on our Policy Forum held back in March, the documentation and the policy that was adopted. From a CWU perspective, we called that Policy Forum because there was a growing concern amongst our activists and members about the direction of the employer and its commitment to the spirit and intent of our agreements.
We believe that the absence of a consensus vision for the future, a blatant attack on the pension promise and the very serious declining workplace environment (as management intensify the pressure on our members to drive budget savings) have to be addressed as matters of urgency.
The attached letter is the start point for moving our members’ interests and the above issues forward. It is absolutely imperative that Branches immediately commence local communications with our members in the workplace so that they understand what was discussed at the Policy Forum, the decisions taken, and how we are determined to move our policy forward.
 
Yours sincerely
 
Terry Pullinger

Deputy General Secretary (Postal)
Email Attachments – Click to download
LTB 524/16 – Developing Our Vision Policy

Letter to Sue Whalley – Chief Operations Officer – Royal Mail

Rescheduled BAME Officers – One Day Event
I am pleased to confirm that the one day event has been rescheduled for BAME Officers and for BAME members who are interested in becoming a BAME Officer. 
This is a course for those who did not attend the one day BAME Officers event last time and have attended BAME leadership courses over the last year as well. 
Details for the event are as follows:
Date: Wednesday 23rd November 2016

Venue: CWU HQ, Conference Rooms 2&3
Time: 10.30 am – 3.30 pm

It will be an opportunity to meet members of the Race Advisory Committee and to gain some valuable guidance to maximise work around this role. Equally as important, some exercises will be set up to allow a two-way process, so that we can establish how our BAME Officers see the role working.
Those who are interested in attending will need to request expenses etc. from their Branch.
Please RSVP with the names of BAME Officers attending to equalopportunities@cwu.org
Any enquiries regarding this LTB should be referred to the Equal Opportunities Department.
Yours sincerely
 
Linda Roy

Assistant Secretary
Email Attachments – Click to download
LTB 519/16 – Rescheduled BAME Officers – One Day Event

Medical Retirement, Retirement in the Interests of Efficiency (RITIE) and Settlement Agreements
The Personnel team has had a number of enquiries regarding Medical Retirement, Retirement in the Interests of Efficiency (RITIE) and Settlement Agreements and the application of these policies. This LTB is intended to add awareness for Branches dealing with members who may be entitled to Medical Retirement or RITIE (which applies to those members of the BT Pension Scheme Section (B) (http://www.btpensions.net/) and may be faced with leaving the company through ill health where a settlement agreement may not be the best or right option.
Reference to RITIE does not appear to be accessible on the BT Intranet and this option appears to be something some members or managers are not fully aware of. The Personnel team has met the company on clarity around RITIE and its lack of visibility in any process documents. Branches will be updated on any progress made regarding this matter.
You will find attached the Medical Retirement procedure, Section B BT Pension Scheme Deed including Section 5.3 which refers to Retirement In The Interests of Efficiency and LTB 1028/2011which although refers to ‘compromise agreements’ instead of ‘Settlement Agreements’ never the less remains an agreed process. The extract is copied below;
Use of Compromise (Settlement) Agreements in PM/Absence Management cases
Compromise agreements are widely used throughout industry. They are not part of our standard process and should not be regarded as an alternative to dismissal. Compromise agreements are entirely at the company’s discretion and on a case by case basis. The use of compromise agreements will continue where an individual and the company agree that such an arrangement is mutually acceptable. We have, however, listened to the concerns raised by CWU and we have agreed to the following:
all compromise requests from team members will receive appropriate senior ER management sign off;
any individual who wishes to consider the option of a compromise agreement will be given appropriate time to evaluate their options before deciding to proceed with any such agreement. We have agreed that we will increase the time for team members to consider a compromise agreement as a result of performance issues or absence to 10 days from the current period of 3 days; 
team members will be formally advised of the right to consult with their Union. We will reinforce this to our management teams to ensure this advice is provided to individuals at the 1:1 where the option is raised;

there will be no proactive communication of compromise agreements although all options open to the individual should be explained within the confines of the confidential 1:1 performance or absence discussions between managers and their people.

The importance of this agreed process is that it gives time for members to take advice from the CWU and to reflect on whether Medical Retirement or RITIE may be a further option to consider. The LTB also has further information on various issues which Branches may also find helpful.
Any enquires regarding this LTB should be referred to my office in the first instance.
Yours sincerely,
 
DAVE JUKES

Assistant Secretary
Email Attachments – Click to download
LTB 521/16 – Medical Retirement, Retirement in the Interests of Efficiency (RITIE) and Settlement Agreements

Medical retirement

Performance and sick absence management in BT