Labour Link: Westtown Ravensthorpe Netherton Westwood 2017

Click on the link below to view or download the documents

Labour+Link+Dec+2017

 

Advertisements

BT Pension Review: Facebook Live Q&A Please be advised that we are holding a Facebook Live event next week on: ‪Wednesday 13th December at 6pm‬

BT Pension Review: Facebook Live Q&A

Please be advised that we are holding a Facebook Live event next week on:

Wednesday 13th December at 6pm

Please advertise this event with your members as widely as possible using email, social media text or just talking to people. We welcome any questions in advance and these should be sent via the dedicated mobile Whatsapp group. You can also send to Charlie Pullinger at cpullinger@cwu.org

Any questions in relation to this LTB please email nmarshall@cwu.org

Yours sincerely

Andy Kerr

Deputy General Secretary (T&FS)

665.2017

View Online

HSE Settles Judicial Review Brought by OCS Group on FFI Charges before High Court Hearing

HSE Settles Judicial Review Brought by OCS Group on FFI Charges before High Court Hearing

To: All Branches

Dear Colleagues,

The Health and Safety Executive (HSE) has reached an out of court settlement with OCS Group who had launched a judicial review of the HSE’s cost recovery process. The planned High Court hearing was due to be heard in March.

OCS Group, an international facilities management company, was granted permission for the judicial review in September 2016.

The matter under review was the process used by HSE for handling challenges to its charges for visiting workplaces, under its Fee for Intervention (FFI) scheme.

FFI was introduced in October 2012 in an effort to pass on the costs of health and safety monitoring and compliance to businesses and organisations rather than have them paid for via taxation through government funding of the HSE.

In practice, this means that if an HSE inspector visits a workplace and is of the opinion there have been breaches of health and safety legislation then the organisation is required to pay the HSE’s costs for its visit and any subsequent investigation or prosecution.

In the case of disagreement over whether there were breaches or the level of those costs charged, a dispute resolution panel consisting of two HSE representatives and an independent person sat to decide the matter.

OCS Group said in a statement that they are a safety-focussed organisation and have a good working relationship with the Health and Safety Executive, however the decision to ask for a judicial review of the Fee for Intervention (FFI) dispute resolution process was not about opposing the idea of FFI but about addressing concerns about the independence, fairness and transparency of the dispute process in which the HSE effectively acted as prosecution, judge and jury.

The HSE agreed to introduce a revised process for determining disputes before the end of 2017 which will be completely independent and addresses the concerns.

Both sides announced they were pleased to have reached agreement which brings in a revised process for determining disputes.

In the terms of the consent order entered into by both parties, the HSE has withdrawn its original August 2014 notice of contravention in which it alleged failures in the management of Hand Arm Vibration Syndrome (HAVS) by OCS Group staff.

The Fee for intervention (FFI) scheme applies to companies and organisations found to be in breach of health and safety law by a HSE Inspector. Those companies and organisations will have to pay for the time it takes the HSE to identify the breach and help companies put things right. This includes investigating and taking enforcement action and is called fee for intervention (FFI). The FFI hourly rate is £129. Those invoiced must pay any invoice within 30 days. Those who disagree with the fee incurred can query the invoice, the FFI team at the HSE will consider it and if still not satisfied with the response, it can be disputed and then referred to an ‘independent disputes panel’.

Yours sincerely

Dave Joyce

National Health, Safety & Environment Officer

17LTB664 HSE Settles Judicial Review Brought by OCS Group on FFI Charges before High Court Hearing

View Online

Killer Drivers To Face Life Prison Sentences in Government Plans To Toughen Penalties For Most Serious Driving Offences

Killer Drivers To Face Life Prison Sentences in Government Plans To Toughen Penalties For Most Serious Driving Offences

To: All Branches

Dear Colleagues,

The government has announced plans to further toughen prison sentences for those drivers convicted of driving offences leading to death.

This decision further turns the spotlight on at-work driver safety and management focus on occupational road risk management in respect of both company fleets and privately-owned vehicles driven on business journeys.

Following a public consultation and overwhelming support from the public, victim’s families and road safety campaigners, the Ministry of Justice announced the government’s intention to:-

 Introduce life sentences for those who cause death by dangerous driving (up from a current maximum of 14 years), and for careless drivers who kill while under the influence of drink or drugs (up from a current maximum of 14 years).

 Introduce a new offence of causing serious injury through careless driving.

Ministers said that drivers who caused death by speeding, racing, or using a mobile phone could face sentences equivalent to manslaughter, with maximum penalties raised from 14 years to Life. Legislation required for the measures is expected to be brought forward as soon as parliamentary time allows.

The Ministry of Justice said it intended to give further consideration to the maximum penalty for the new offence of causing serious injury through careless driving. The Minister confirmed that the government had taken a long hard look at driving sentences, and said that the Public Consultation received 9,000 submissions. Based on the seriousness of the worst cases, the anguish of the victims’ families, and maximum penalties for other serious offences such as manslaughter, they intend to introduce life sentences of imprisonment for those who wreck lives by driving dangerously, drunk or high on drugs.

On the new additional offence of causing serious injury by careless driving, the Minister stated that government will introduce the new offence, punishable by imprisonment, to fill a gap in the law and reflect the seriousness of some of the injuries suffered by victims in this category of case.

The consultation sought views on whether current maximum penalties available to the courts should be increased. A total of 90% of respondents supported the proposals and also thought there should be a new offence of causing serious injury by careless driving. They noted that without a specific offence which reflected the harm caused, offenders could only be convicted of a careless driving offence that had a maximum penalty of a fine.

Last year, 157 people were sentenced for causing death by dangerous driving, with a further 32 convicted of causing death by careless driving whilst under the influence of drink or drugs.

With a huge number of members employed with driving as part of their jobs, the CWU supports the toughening of sentences for such offences. A number of CWU members and their families have been seriously injured and killed in road accidents caused by dangerous or careless drivers and we are aware of the devastating effect on families of the deceased. Secondly we are keen to ensure that members who drive do so carefully and safely at all times, following the laws of the road, the highway code, driving according to weather conditions and sticking to speed limits and ensuring that they never drive if unwell or unfit to do so.

Yours sincerely

Dave Joyce

National Health, Safety & Environment Officer

17LTB663 Killer Drivers To Face Life Prison Sentences in Government Plans To Toughen Penalties For Most Serious Driving Offences

View Online

Safe & Well – November 2017

Safe & Well – November 2017

To: All Branches

Dear Colleagues,

Please see attached the November edition of Safe and Well newsletter with contributions from our USRs and field teams with articles on the launch of the new safety helmets which is a tremendous achievement. The newsletter also highlights the importance of making sure there is a responsible adult at customer premises before starting work. There is a focus on Scaffolding following a request from a USR for more information to share around, a closer look at RWG relating to pedestrian clearways, the continuing push on Awkward Bodies Campaign plus the flag for Road Safety Week. Also there is an article looking at safer lifting and an invitation to track down the germs this winter. There are a few items relating to electrical safety plus a reminder where not to store oily rags in vehicles. And a few other “safety pins” – those things you probably don’t think you need but you certainly find useful eventually.

Yours sincerely

Dave Joyce

National Health, Safety & Environment Officer

17LTB661 Safe & Well – November 2017

Safe and Well Issue 52 November 2017

View Online

UPDATE ON EXTERNAL MEDIATOR’S REPORT

UPDATE ON EXTERNAL MEDIATOR’S REPORT

On Friday 1st December the CWU received a copy of the Final Report by the External Mediator, Lynette Harris, relating to our ongoing dispute around Pay and the Four Pillars of Security. A copy of the Final Report is attached for your information.

In line with the Dispute Resolution Procedures set out in Schedule 3 (paragraphs 3.1 to 4 of the Agenda for Growth Agreement, the External Mediator has produced a Report which sets out a summary of the final position of the parties at the completion of the mediation process and the External Mediator’s conclusions and recommended solutions to the matters in dispute. While para 4.5 of the mediation procedures say “the expectation is that both parties will use the External Mediator’s recommendation to solve their differences”, the recommendations themselves are not binding on either side. It is therefore important to note that the Mediator’s Report is not an Agreement between the parties but simply represents the views of the External Mediator on the matters in dispute.

The CWU recognise that the mediation process and the requirements for confidentiality have been frustrating but in the face of the massive mandate for industrial action and the degree of membership support the dynamics of the talks have changed markedly and Royal Mail Group’s position has moved significantly and particularly on the critical issues of Pay (where the basic pay offer has increased), Pensions (where the company have now agreed to introduce a single wage in retirement scheme for all employees) and Pipeline (where the company have moved away from their proposal for a 5pm last letter time).

From the outset of the mediation process, the CWU have argued that Royal Mail Group’s legal action was not a serious attempt to resolve the dispute but a cynical, last minute manoeuvre designed to stop the CWU exercising its democratic right to strike following a legally constituted ballot. Having been forced into the mediation process under duress, we have made it clear that whatever the requirements of the mediation process and the

particular recommendations of the Mediator, the ultimate solution to this dispute lies between Royal Mail Group and the CWU.

At the centre of this long running dispute is a basic struggle for our members’ future employment, income and retirement security and we must never lose sight of that. In the face of management’s short term cost cutting agenda, serious resourcing issues, closure of our DB Pension scheme and the risks from automation and competition, the CWU has set out a progressive, forward agenda designed to protect members’ jobs, pay, pensions and working conditions and promote their health and wellbeing at work. Our aim is to build a bridge from our current Agreements and secure a greater period of stability and security for our members.

PAY

The employer’s position on pay has moved both in design and reward since their original set of pay proposals were put to the union back in March 2017. Our Representatives and members will recall RMG’s original proposals included:

Introducing a lower starter pay rate for new entrants.

Removing a range of legacy payments including 2000 Driving Allowance, 2000 PHG Allowance, PBS ICS Time Bonus, Road Network Scheme 2007, Early Shift Protection 2000 Way Forward, LA1 Supplement, Pay Protection, Network 2007, Reserve Rights Night Shift and LGV Allowance.

Removal of election payments.

Move from weekly to monthly pay.

Align Christmas Bonus to performance.

The loss of the first 3 days paid sick leave.

As a result of the CWU’s campaign and the degree of opposition from members, management subsequently withdrew all the above pay proposals. However, Royal Mail Group maintained their proposal to link future annual pay awards to their own (un-agreed) productivity measure based on Weighted Items Per Gross Hour (WIPGH).

In relation to the 2017 April pay award (and in response to the union’s claim for an inflation plus pay rise from the April review date) the company had offered prior to the mediation a £375 lump sum payment (to be consolidated in April 2018). From the same date, Royal Mail Group also offered a 1.2% base pay increase and a productivity linked pay increase of up to 3.5% dependent on delivering increased performance.

In the course of the mediation, Royal Mail Group made the following revised pay offer on 15th November:

A £550 lump sum payment (pro rata for part timers) payable to all CWU represented grades employed in RM on the date of the Agreement in recompense for the pay year 2017/18.

An adjustment to base pay only from 2nd April 2018 of 2% which is in effect a consolidation of the equivalent to the lump sum payment.

For the pay year 2018/19, a 2% base pay increase from 2nd April 2018.

From October 2018 a reduction in the working week of 1 hour for full time employees subject to achieving the following enablers to allow it to happen:

a) Deployment of the last letter time 15:30 (16:30 rural).

b) National deployment of AHDC scheduling tool and roll out of hours capture.

c) Conclusion and implementation of delivery method trials.

Although the CWU recognise this was an improved offer, it was still an unconsolidated deal, did not flow through to other allowances and did not reflect current rises in the cost of living. We also made it clear that the offer from Royal Mail Group made no reference to the outstanding issue of holiday pay for part time employees.

On basic pay, the recommendation in the External Mediator’s Final Report (detailed in para 79) represents a significant improvement on the latest offer from RMG. It recommends a 2.6% basic pay rise for all CWU represented grades for 2017/18 (consolidated from April 2017 and flowing through to all pay and allowances) with a further 2% rise in basic pay (not allowances) from April 2018.

However again it is important to stress that we do not accept RMG’s latest offer or the recommendation of the Mediator and whilst we acknowledge that there has been progress we still believe more progress needs to be made in this area.

SHORTER WORKING WEEK

In relation to the shorter working week, the union has secured a clear commitment from the employer to the principle of a 35 hour full time working week. In developing the words in the Accord over the course of the Summer, both parties agreed that “a shorter working week can assist in helping to address a number of issues the business and its employees face around automation and resourcing workloads, overtime and part time employment and the company’s long term commitment to have a predominantly full time workforce consistent with our existing agreements”.

Although both sides are agreed on the principle of a shorter working week the key question now is on what basis any hour reduction should be triggered. The Mediator’s Report noted that a shorter working week is “a goal shared by both parties, the issue is how to achieve this affordably”. During the mediation process and as part of the pay offer, the employer made an offer to reduce the working week for CWU grades by one hour from 2018. This one hour reduction would be subject to the following enablers:

Deployment of the last letter time of 15:30 (16:30 rural).

National Deployment of AHDC scheduling tool and roll out of hours capture.

Conclusion and implementation of the delivery methods trials by October 2018.

In subsequent talks with the employer, Royal Mail Group have now changed the basis on which the hours cut should be delivered and are now proposing to jointly commit to the first hour subject to:

Undertaking the trial work for AHDC and the delivery methods in the first part of next year and;

Agreement to the 30 minute shift in notional last letter time.

Clearly, the employer’s latest proposals relating to the shorter working week are an improvement on those initially tabled to the CWU back in March. The employer’s original proposals which provided for a three stage hours reduction were linked to completely unacceptable and largely unachievable productivity targets. The very latest offer on the one hour has been linked not to the implementation and completion of delivery method trials but to the start of those trials, undertaking the trial work on AHDC and agreement on the 30 minutes shift in notional last letter time.

However what needs to be secured in these negotiations is a coherent and determined commitment/flight path to have all full-time duties based on a 35hr week by a specified date. So there is still much to do in this area whilst again recognising some progress.

PENSIONS

Royal Mail Group’s agreement to the union’s proposal for a single pension scheme for all CWU members based on a wage in retirement represents a major advance in the talks and arguably the most significant step forward over recent months. The introduction of a wage in retirement scheme will not only have a massive material and generational benefit for our members’ future pension benefits but also represents a potentially historic

development in UK occupational pension provision since the disastrous moves to introduce individual DC schemes.

Since the CWU presented its own WiNRs scheme to Royal Mail Group earlier this year, we had effectively reached an impasse in talks with the employer refusing to accept the principle of a single scheme for all and arguing that our proposals for a wage in retirement scheme represent too great a long term risk for the company. Royal Mail Group had said that if no deal had been done by July 2017 all our members would be placed into the inferior DC scheme.

It is therefore a testament to the credibility and integrity of our proposal and to the strength of our membership campaign that Royal Mail Group have now committed to work with the union (with the support of our respective pension advisors) and develop a single pension scheme for all employees which offers a wage in retirement. We have also agreed the future definition for pensionable pay which will cover all basic pay and allowances with no lower earnings deduction. The company have also agreed to introduce the new scheme as quickly as possible (subject to the statutory regulations being put in place) and to discuss transitional arrangements from April 2018 in light of the company’s unilateral decision to close the RMPP to future accrual in March next year.

In addition, RMG has agreed that:

The governance of the new pension scheme will be part of any future pension discussions.

The parties will work together to lobby Government and other interested parties required to support the necessary changes in the regulations (which Royal Mail Group have agreed to pay for).

To work jointly via a Pension Forum to address the specific tasks involved in pursuing a new single wage in retirement scheme for all Royal Mail Group employees.

Both parties also recognise that there may well be a need for transitional arrangements to be in place from 1st April 2018. As an interim measure, the parties have been discussing a transitional arrangement whereby former RMPP members are transferred into a defined benefit cash balance scheme for an interim period, and current DC members (with at least five years’ service in the DC scheme will also be moved into the defined benefit cash balance scheme until a new single scheme is introduced. Equally for that period current DC scheme members below 5 years’ service will be auto enrolled into a new high level with a RMG contribution of 10%.

To be clear all of the above represents huge progress but we have still not agreed either the transitional arrangements (if required) or the contribution rates of the employer in any final new scheme which we believe is fundamental to the targeted benefit outcomes, so there is still much to do before we reach an actual Agreement rather than just a philosophical one.

PIPELINE

The CWU position in relation to the company’s proposals on a revised pipeline has been well documented and communicated. Royal Mail Group’s position is that the needs of a cost efficient pipeline should determine the delivery operation. This represents a distinct change in emphasis from the standard established at BT2010 that the pipeline should be engineered to meet the requirements of the delivery operation.

The CWU believe the company’s short term thinking and managed decline of the network will seriously reduce the company’s capabilities, limit innovation, restrict the offer of new products and services and ultimately exacerbate the decline in letter volumes and so hasten the point at which the “once up the path” model ceases to be viable.

At a time when the demand for greater flexibility and bespoke delivery options is rising it is ludicrous the company would embark on a strategy which abandons the AM period for parcel delivery and restricts their delivery window relative to all of the major competitors in the Parcels Market.

In discussions on pipeline issues, the business has moved from its original position. The debate has centred on the company’s proposed pipeline changes to accommodate growth in regard to new LAT parcel volumes. From the CWU perspective, we have sought to retain key principles around a “core delivery model” for delivery duties ensuring that combined USO deliveries continue to operate with Delivery “start” and “go out” times as close to current as possible.

To clarify, progress has been made but RMG need to be far clearer on the impact of any proposed change and we are insisting that any new pipeline has to be consistent with no major disruption to our members’ lives, a defined core operation, earlier and later opportunities for growth and a structure that can genuinely embrace new products and services. That said, these negotiations still have a way to go before we have an Agreement.

Automated Hours Data Capture (AHDC) / Outdoor PDA Actuals

The introduction of Automated Hours Data Capture has been a clear priority for the business and those discussions have been ongoing in one form or another since late 2015. Branches will be aware that the company has proposed a trial of the equipment in regard to both an active system (requiring the employee to swipe in and out) and a passive system involving automated recording utilising RFiD technology in a new design name badge holder.

The CWU has consistently voiced concerns over the company’s plans for the use of the technology and has continued to seek clarity and assurances in regard to safeguards for our members in line with those achieved for other forms of IT platforms such as Telemetry. In addition, we have raised concerns over the requirement for the level of visibility suggested in the company’s proposal where at the trial sites sensors have been fitted at every workstation. We have maintained that the tracking of individuals to that degree is unnecessary and could lead to victimisation should the data be misused. Throughout the talks the CWU have sought to enact the policies and protections agreed at our Policy Forum in March 2016.

Additionally we recognise that the similar levels of visibility intrinsic to the Outdoor PDA Actuals will require the agreement of corresponding safeguards with regard to the use of data for conduct or individual performance management.

Again progress has been made and the Mediator Report touched on this, however, there is still a way to go because this technology has the ability to drive an inhuman workplace/approach and we are determined to secure an Agreement that ensures that this is not the case in RMG.

EXTENDING OUR AGREEMENTS

As part of the union’s Four Pillars campaign, we have been seeking to extend the legal protections contained in the AFG Agreement. We are proposing that the Agreement should be extended to 2023 (for a further 5 years from 2018) and continue to provide the security in the way the company is structured, to avoid the risk of outsourcing and the breakup of Royal Mail Group and provide the climate for the company to develop and advance a future growth agenda.

In the talks, the company has recognised that the work of the Growth Forum has “certainly deteriorated” and has not provided the right environment for a proper discussion about

potential new products and services. This has led to discussions around creating a new Growth Forum with some additional investment funding from the company to support developing and trialling of new products and services. This still remains a long way from the union’s own progressive, forward agenda for growth based on greater diversification, investment and innovation and the development of new products and services for customers.

The Mediator Report suggested reflecting on this issue in line with the current Agreement i.e. in 2019, which is unacceptable to the CWU, we need to deal with this now and agree an extension to that Agreement to afford our members and this union the confidence to work with RMG on a genuine mutual interest culture which affords employees with employment, standard of living and retirement security. Therefore negotiations continue in this regard.

CONCLUSION

Against the backdrop of the CWU’s ballot result and the External Mediator’s Final Report, it is clear the CWU has successfully shifted the employer’s position and secured the basis for a far better Agreement for our members based on the ‘Pillars of Security’ we seek.

As well as the above, we also have a firm commitment from the employer that any final Agreement will also cover the issue of how we rebuild confidence, the working environment and culture, recommitment to the IR Framework, Resourcing, Quality of Service, Efficiency and Productivity Measures.

Your negotiators have not lost sight of the issues detailed above which need to be addressed if we are to successfully move our members and the business forward. The Postal Executive constantly monitor and assist our progress and we continue to take input from our Senior Field Officials. These are the belt and braces that ensure the CWU work together to produce the best possible democratic resolution to this dispute.

It is hugely important that members understand that Parcelforce and all other business units under the Royal Mail Group Corporate Umbrella are being fully represented by the CWU negotiators in these talks.

To be clear, our dispute is far from over. If an Agreement can be achieved without the need for industrial action this will be excellent work, however, if the talks go backwards or we feel management are being insincere at any stage of the negotiations we will not hesitate to issue notice.

In closing, the message is clear, keep your eye on the prize, hope for an Agreement but remain prepared for industrial action and be in no doubt that your leadership is as determined as ever to reach an Agreement based on our policies via negotiation or adversity, whichever way the Royal Mail Group want it.

Further talks with the employer are due to take place this week and next and further updates will be provided to Branches in due course.

Yours sincerely

Terry Pullinger – Deputy General Secretary (Postal)

Ray Ellis – Assistant Secretary

Andy Furey – Assistant Secretary

Davie Robertson – Assistant Secretary

Mark Baulch – Assistant Secretary

Click on the link below to view the full report

LTB

17LTB658 – Update on External Mediator’s Report

LTB 658.17 Attachment 1 – Final Report Royal Mail and CWU Med 29 Nov 2017

JOINT STATEMENT BETWEEN ROYAL MAIL NATIONAL LOGISTICS AND THE CWU REGARDING BANK HOLIDAY RESOURCING FOR NETWORK PROFESSIONAL DRIVERS, CHRISTMAS 2017/18

LTB 656/17 – JOINT STATEMENT BETWEEN ROYAL MAIL NATIONAL LOGISTICS AND THE CWU REGARDING BANK HOLIDAY RESOURCING FOR NETWORK PROFESSIONAL DRIVERS, CHRISTMAS 2017/18

No.656 /2017

5th December 2017

For the Immediate Attention of All:

Postal Branch Secretaries

Divisional Representatives

Area Distribution Representatives

LGV Representatives

JOINT STATEMENT BETWEEN ROYAL MAIL NATIONAL LOGISTICS AND THE CWU REGARDING BANK HOLIDAY RESOURCING FOR NETWORK PROFESSIONAL DRIVERS, CHRISTMAS 2017/18

Dear Colleagues

Branches and representatives will be aware that the prevailing National situation has impacted on our normal processes and caused some delay in relation to discussions with the business around the Christmas & New Year Arrangements 2017/18.

Colleagues will recall that as an integral part of the 2007 Professional Drivers Agreement, Bank Holidays effectively became normal working days for Network LGV Drivers and while we have long had an understanding with the business that where possible attendance would be on a voluntary basis, in reality our members can be compelled to attend on those days where sufficient numbers fail to volunteer. In line with the PDA, all staff who attend are credited with a lieu day.

Branches and representatives will be aware that in addition to the generic Christmas Arrangements Agreement the department has in previous years reached agreement with Royal Mail Logistics on specific guidelines covering the resourcing of Network LGV duties across the Christmas and New Year Bank Holidays.

In line with previous arrangements discussions have therefore taken place with the business and the attached Joint Statement has been concluded and endorsed by the Postal Executive.

The Joint Statement reaffirms the following commitments:

• Advance planning

• A wholly voluntary approach to any attendance on Christmas Day

• The use of the full range of resourcing options to reduce the burden on our members

• A commitment to only run essential services on Bank Holidays

• A commitment to minimise any mandatory attendance – no driver asked to attend on both the Boxing Day and New Year Bank Holidays

Much like in previous years the department believes that the attached clarification provided in relation to the arrangements for 2017/18 will be welcomed by representatives and members.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org or shayman@cwu.org quoting reference number: 206A.11

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 656-17 – JS on Festive Bank Holiday Resourcing Network Drivers 2017 – 05.12.17

Joint Statement between Royal Mail National Logistics and the CWU regarding Bank Holiday Resourcing for Network Professional Drivers,

Christmas 2017/18

Background

The National Agreement for the Implementation of the Road Transport Directive and the Introduction of the Professional Driver (PDA), created the Professional Driver as a new and distinct grade. For Network Professional Drivers, in return for industry leading terms and conditions, this progressive agreement between Royal Mail and the CWU predicted the growth of customer activity during the weekends and on Bank Holidays and provided the commitment and the remuneration for drivers to attend on these days as part of normal working.

Since 2007, attendance during the weekends and on bank holidays has progressively increased due to retail activity and increased customer demand as internet fulfilment has grown considerably. The deployment of the Professional Drivers Agreement in this regard and the utilisation of its full range of resourcing options has ensured that the business has been able to meet its commercial commitments, however both parties recognise that the significant increase in bank holiday attendance has created some challenges in regard to a fair approach to allocation and attendance.

In particular it is recognised that the Christmas and New Year Bank Holidays are in general viewed as distinct and special by both our drivers and their families. Given the increase in demand for services on these days in recent years both Royal Mail Logistics and the CWU believe that it is appropriate to agree supporting guidelines to the PDA, to ensure fairness in resourcing, maximise opportunities for time off and limit individual mandatory commitment whilst maintaining efficient customer service.

Approach to Christmas and New Year Resourcing

The business has a clear commitment to provide efficient customer service during the bank holiday period over the Christmas and New Year, while balancing the aspirations of the workforce to spend time with their families over the festive period.

Against that backdrop, a consensus has been reached between the business and CWU to maximise the availability of leave on these critical bank holidays to professional drivers over Christmas and New Year. The following principles have been developed between the business and CWU in order to ensure fairness in resourcing for Network Professional Drivers at all of the Vehicle Operating Centres and Distribution Hubs. These should be utilised to shape local resourcing arrangements for the Christmas and New Year holiday period, the aim being to work collaboratively in order to achieve the optimum agreed outcome in line with these principles.

 Both parties reaffirm that there are no current plans to operate a nationwide service on Christmas Day; as such no Professional Drivers will be compelled to attend on this day. Exceptionally where any customer driven services are required on Christmas Day, it is agreed that our aspiration for attendance will be on a wholly voluntary basis with work covered utilising the full range of resourcing options detailed below.

 Forward planning is becoming increasingly difficult and customer volumes and product volatility is a particular challenge over the critical Christmas and New Year period. As far as possible, Royal Mail will commit to planning attendances well in advance providing certainty to the Professional Drivers and enabling them to arrange their personal work life balance in as much time as is practically possible.

 Resourcing plans will be reviewed and agreed locally as a matter of urgency and no later than Wednesday, 13th December 2017.

 Royal Mail has the aspiration to ensure that the resourcing requirement for our directly employed Professional Drivers is as low as possible and commits to using the full range of existing agreed mixed resourcing options available. Equally workload will be scheduled on the basis of commercial or operational necessity; as such non priority work will not be scheduled during these Bank Holidays.

 On the Bank Holidays where a national Network is run it is anticipated that most VOC’s will be open and operational. There may be instances however where for operational reasons a VOC remains closed. In such cases it is agreed that such closures should not result in a net increased workload obligation at neighbouring operational VOC’s.

 Royal Mail will seek to resource the Christmas and New Year Bank Holidays through volunteers as far as possible. Where there are insufficient volunteers an open “fair share” approach will be developed across the Professional Drivers. [Driver hours limitations may restrict the pool of available drivers]

 With regard to the Boxing Day and New Year’s Day Bank Holidays it is agreed that wherever possible, any last resort mandatory attendance requirement, in line with the PDA Agreement, for any individual will be limited to only one of these days.

 The business will look to complete operations as early as possible on Christmas Eve and New Year’s Eve, and it is expected that drivers will support modified attendances to support this objective. Drivers will take a maximum of two bank holidays for Christmas and one for New Year [two in Scotland]

 Both parties recognise the context for Bank Holiday attendance over Christmas and New Year is covered within the Professional Drivers Agreement and the remuneration has already been addressed. Where a driver is required to attend during a Bank Holiday a day will be added to that employees annual leave entitlement to be taken under current arrangements where authorised in line with operational requirements. However in line with local arrangements in recent years, for the festive Bank Holidays only, where it enhances the availability of volunteers, drivers may elect to receive remuneration at overtime rate for the hours worked on the Bank Holiday as an alternative to the days leave.

This Joint Statement covers the scheduling and working of Network Professional Drivers within National Logistics only. It is recognised that any requirement to resource MGV workload on Bank Holidays, will be progressed in line with the terms of the generic National agreement on Christmas Arrangements 2017.

Local discussions on resourcing should be completed at the earliest possible juncture to give the maximum levels of certainty to all our drivers. Discussions should be progressed in line with the IR Framework and the Network Working Group will be available to assist should it become necessary.

This Joint statement covers the Christmas and New Year Bank Holidays only. Resourcing for all other Bank Holidays will continue to be progressed in line with the terms of the Professional Drivers Agreement.

Any issues of interpretation should be referred to the signatories of this agreement.

Wayne Jay Davie Robertson

National Distribution Director Assistant Secretary

Royal Mail CWU