Royal Mail Statutory Pension Scheme (RMSPS) – Change in Administration

 We are writing to alert Branches to forthcoming changes to the administration of the Royal Mail Statutory Pension Scheme (RMSPS). Essentially these changes revolve around the appointment by the Cabinet Office of Capita Employee Benefits Ltd (Capita) as the new service provider from 1st October 2018.  As a result of this our members in the Royal Mail Pension Plan (RMPP) will be receiving directly from the Cabinet Office correspondence alerting them to these changes.  Additionally the Trustee is also in the process of writing to scheme members regarding this matter.  The key messages from the Trustee are:

”This change will have no impact on the value or security of your benefits”

“The benefits built up before April 2012 and held in the RMSPS continue to be underwritten by the government”

By way of background, in 2012 the Government took over responsibility for all pensions built up in the Royal Mail Pensions Plan (RMPP) and transferred them to the RMSPS. Royal Mail’s Pension Services Centre, now based in Sheffield, was appointed to administer the scheme. However, following a procurement exercise run by the Cabinet Office last year, responsibility for administering the RMSPS will be transferred to Capita (the successful bidder) on 1st October 2018.  Responsibility for administering the separate RMPP scheme (covering pension benefits accrued since April 2012) will remain with Royal Mail via the Pension Service Centre.

It is important to stress to all of our members that the change in administration and the appointment of Capita will have no impact on the amount and future security of the pensions you receive. The Cabinet Office decision to award the contract to Capita only relates to the way the RMSPS scheme is administered in the future.  Crucially the Trustee will retain full legal responsibility for management of the RMPP and payment of those benefits earned since April 2012; therefore members shouldn’t be alarmed by the change in the administration. The benefits built up before April 2012 and held in the RMSPS continue to be underwritten by the Government and the money to pay your RMSPS benefits will continue to come from HM Treasury.

In light of the changes, the CWU will be closely monitoring developments to ensure that the excellent service levels currently provided by our members working for Royal Mail are maintained by Capita and there is no deterioration in the pension admin service offered to scheme members going forward. It is also important that there is close interaction between the two scheme administrators (Royal Mail’s Pension Service Centre and Capita) to ensure members receive their correct benefits and are able to access accurate information about their pensions, both physically, electronically and via phone to the Pensions Helpline (details below).

Both the Cabinet Office and the Pension Trustees will be writing to pension scheme members (active, deferred and those currently in receipt of a pension) in the coming days to notify them of the forthcoming changes. Individuals do not need to take any action.

Members with queries about any pension benefits built up in the Royal Mail Pension Plan (RMPP) from April 2012 will need to contact:

The Pension Service Centre

PO BOX 5863

Pond Street

Sheffield                                                          Email: pensions.helpline@royalmail.com

S98 6AB                                                          Telephone: 0114 241 4545

From 1st October 2018, for queries about your RMSPS benefits (built up before April 2012) members should contact:

Capita

Royal Mail Statutory Pension Scheme

11b Lingfield Point

Darlington                                                        Email: enquiries@rmsps.co.uk

DL1 1AX                                                          Telephone: 0333 222 0078

Finally, the change of Pension Administration is very unfortunate, especially for those members working in this area who are subject to being TUPED to Capita. However, this decision was down to the Cabinet Office following the procurement process.  As a consequence of this situation the Union is naturally dealing with the inevitable TUPE implications arising from the change of administrator.  Enquiries relating to this particular aspect should be addressed to Andy Furey’s Department.

Any enquiries in relation to the change of pension administration and content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

 

 

Terry Pullinger – Deputy General Secretary (Postal)                                      

Andy Furey – Assistant Secretary

18LTB495 – Royal Mail Statutory Pension Scheme (RMSPS) – Change in Administration

IMMEDIATE PROFESSIONAL DRIVERS RECRUITMENT OPPORTUNITY – SUCCESS FACTORS

Dear Colleagues

Branches and representatives will be aware that further to the deployment of Network 18 Revision the department has been in discussion with the business in relation to finalising an agreed resourcing process for Network vacancies.

The discussions have been protracted however the department has sought to ensure that while recognising the immediate recruitment needs, genuine opportunity to progress has been retained and enhanced for our members.

Discussions have now concluded with a Joint Statement being agreed in relation to the principles for both immediate and future Network Professional Driver recruitment activity. The document will be presented to the Postal Executive for endorsement at the 4th September 18 statutory meeting.

Due to the considerable delay incurred in reaching an agreement and the necessity to meet restrictive timelines in relation to inviting applications, we believe that it is imperative that our members are given as much time as possible to register their interest on Success Factors in anticipation that the Postal Executive will endorse the Joint Statement.

For absolute clarity the closing date for applications for these vacancies is the

7th September 2018.

Applications are open to all Royal Mail Group employees who hold a valid LGV C+E licence. Members are advised to ensure that applications are submitted on the Royal Mail Success Factors website by this date.

Applications will not be considered after the closing date. Therefore any difficulties in registering on the Success Factors platform should be notified to the department immediately and definitely prior to the closing date, in order that they can be brought to the attention of the business.

We would therefore ask Branches and representatives to make every effort to ensure that members are made aware of this LTB and that it is given the widest publicity possible, in order that any interested parties are afforded the opportunity to submit applications before the closing date.

The finalised Joint Statement will be communicated to Branches and representatives following the consideration of the Postal Executive.

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 216.01.

Yours sincerely

 

Davie Robertson

Assistant Secretary

LTB 499-18 – Network Professional Driver Recruitment -31.08.18

Royal Mail – ‘Dog Attack Compensation Scheme’ and Claim Form:

To: All Branches

Dear Colleagues,

It has again come to our attention in the Health, Safety & Environment Department that many Branch Reps and members who are injured in Dog Attacks and are subsequently off work sick are not aware of, and do not make applications under the Royal Mail Dog Attack Compensation Scheme.

If injured and off work sick as a result of the dog attack, benefits are available to members under the Royal Mail “Dog Attack Compensation Scheme”. The scheme pays compensation amounting to the difference between full rate sick pay and an individual’s average weekly earnings over the previous 13 weeks prior to the dog attack incident.

This is paid out regardless of any Personal Injury Litigation Compensation which may be recovered by the Union Solicitors acting for the member.

A Royal Mail – ‘Dog Attack Compensation Scheme’ Claim Form is attached which Branches can print off and keep available in the branch office for members when needed.

The form can also be located on PSP. If a manager requires a copy of the form they can type in ‘Dog Attack Compensation’ and the form will appear under the searches.

Royal Mail “Dog Attack Compensation Scheme” Conditions are:-

1 1 week minimum sick absence must be incurred in order to qualify to submit a claim.

2 A maximum of 13 weeks average earnings will be paid out whilst an individual is off work sick following an attack.

3 Christmas and summer pressure periods and annual leave periods will be excluded from the average earnings calculation.

Remember:-

• Report all dog attacks to management.

• Record all dog attacks on ‘DART’ (RM SHE Standard 2.7).

• Record all injury dog attacks on ‘ERICA’.

• Report all dog attacks to the Police and get a ‘Crime Number’.

• Report all dog attacks to the Local Authority Dog Warden or officer responsible for Dog Nuisance and Anti-Social Behaviour issues.

• If the member is injured, complete a CWU LS3 Form and submit it to the Union’s Legal Services Department who will instruct the Union’s lawyers.

• Make an application under the Royal Mail Dog Attack Compensation Scheme.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB498 Royal Mail – Dog Attack Compensation Scheme and Claim Form

Dog Attack Compensation Claim Form

Schedule of Authorised Allowances Guide

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Royal Mail Group – Flu Inoculation Voucher Campaign Material

To: All Branches

Dear Colleagues,

Further to LTB 488/2018, please find attached copies of the final versions of the Royal Mail Group communications materials being used for the upcoming Flu Voucher Campaign. The documents are:-

• Two huddle messages to be delivered in weeks commencing 3rd and 10th September

• WTLL to be delivered in week commencing 17th September

• Common questions and answers to accompany the WTLL

Temporary Contract and Agency Workers with a contract or service which has exceeded or is expected to exceed 12 weeks are included and will receive a Flu Jab Voucher (See attachments).

Your assistance in supporting and promoting the campaign locally within your Branch and constituency area would be welcomed and much appreciated.

Any feedback during and after the campaign would be welcomed.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB497 Royal Mail Group – Flu Inoculation Voucher Campaign Material

Common Questions and Answers (Final)

Huddle Message Week One (Final)

Huddle Message Week Two (Final)

Sept WTLL Flu Voucher (Final)

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Royal Mail Group (RMG)/CWU Agreement – Mental Health First Aid Training for Physical/Medical First Aiders and CWU Area Health and Safety Representatives: (Part Of The Royal Mail Group 5-Year Mental Health Strategy)

LTBs 533/17, 543/17, 649/17 and 088/2018 reported on the launch of and updates on Royal Mail Group’s 5-Year Mental Health Strategy which the CWU are fully engaged and involved with. In October 2017 Royal Mail Group launched the new 5-Year Mental Health Strategy with the full involvement and support of the CWU and the strategy has been making good progress with another milestone reached this month with major agreement on Mental Health First Aid Training.

Through the launch of the Royal Mail Group “Because Healthy Minds Matter” five-year mental health strategy in 2017/18, led by Dr. Shaun Davis, RMG Global Director of Safety, Health, Wellbeing and Sustainability, Royal Mail Group are committed to combine both Group-wide programmes and local activities to support healthy minds. Royal Mail Group (RMG) is also committed, through positive leadership influence, to implementing effective support strategies and tools that can make a positive difference to those in the workforce who are directly or indirectly affected by mental health issues. The strategies and activities will have full CWU involvement, input and support at national and local level.

RMG 5-Year Mental Health Strategy – “Because Healthy Minds Matter” key aims in summary are to:

• Make Royal Mail Group mental health friendly

• Increase awareness

• Decrease stigma

• Provide access to tools and support (for managers and staff)

• Make sure managers and staff know where to go in a crisis

In summary, so far Royal Mail Group’s Occupational Health Team have; completed senior leadership mental-health engagement sessions across the business, launched an internal multi-media communication campaign, launched a new mandatory e-learning course for all managers, trained hundreds of managers on Mental Health First Aid, rolled out new mental health support ‘z-cards’ or pocket cards to all of the Royal Mail Group’s workforce, promoted Royal Mail’s Feeling First Class and Employee Assistance Services, launched the new local mental-health ambassadors network and launched a new ‘Everyday People’ mental health video.

The CWU Health, Safety and Environment Department has been seeking to ensure that there are trained Mental Health First Aid colleagues in all workplaces who know how give initial support and to point people in distress, in the direction of appropriate help needed. Royal Mail Group’s Global Director of Safety, Health, Wellbeing & Sustainability and the Group Head of Health and Wellbeing agree with that objective – full credit to Shaun Davis and Rachel Boon.

A Mental Health First Aider is a volunteer person in the workplace or organisation who has been trained to identify, understand and help someone who may be in distress and be experiencing a mental health issue. They are not a therapist, psychiatrist or clinician, they are someone who is able to listen, converse, reassure and respond, even in a crisis – and even potentially stop a crisis from happening. This is because they’ve received training to recognise warning signs of mental ill health, and have developed the basic skills to support someone and signpost them to professional help and support.

I am pleased to formally announce that reflecting this commitment, and following on from the success of mental health activity since the October 2017 Strategy launch, Royal Mail Group has agreed to upskill all physical/medical first aiders with Mental Health First Aid (MHFA) training. This will involve approximately 5,500 CWU Members who are First Aid volunteers across the UK.

In addition, all CWU Area Health and Safety Representatives in all Royal Mail Group Businesses and Business Units, approximately 150 Health and Safety Reps, will be included in the programme and will be able to attend the MHFA training courses also.

The training will be provided by in-house, accredited, licensed MHFA instructors. RMG is planning to increase its capacity and availability of the MHFA training courses ready to launch this large, ambitious programme for our physical/medical first aiders and Area Health and Safety Reps, starting later this year (estimated to start in quarter three 2018/19.

In April 2018, CWU Conference carried Composite Motion 69 to establish a comprehensive “CWU Mental Health Strategy”. This agreed programme makes a positive contribution to the Union’s strategy.

Further joint RMG/CWU communications including details of how First Aiders and CWU Health and Safety Reps are able to register and attend the courses will be made available in due course, in the near future.

The MHFA specially designed 1-day course will be provided and matches that which is currently offered by Mental Health First Aid England and is a condensed version of the standard 2-day MHFA (England) training course.

Attachments:

• Joint Statement between Royal Mail Group and CWU – Mental Health First Aid Training for Physical First Aiders and CWU Area Health and Safety Representatives

• Mental Health First Aid (MHFA) Course Summary Description.

• Motion 69(2018)

Further updates will be issued as appropriate.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB481 Royal Mail Group(RMG) CWU Agreement – Mental Health First Aid Training

Mental Health First Aid (MHFA) Course Summary Description

MHFA Training Joint Statement Final

Motion 69 (2018)

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PILOT OF CWU PODCAST – REDESIGN

Below is a link to the pilot of our brand-new Podcast show. We have used Redesign as the subject matter for this Podcast to both ensure our branches get as much information as possible on the project and also to give our Communications team as much experience as possible on producing an episode before we move onto wider subject matters.

Future episodes will cover the world of work, politics, sport and of course, trade unions. We have a fantastic list of high profile guests and contributors lined up to participate. This will be another excellent media platform to engage with our members and a wider audience on the policies and views of the CWU.

I would ask that Branches take the time to listen to the whole pilot episode as it covers a range of topics within Redesign with contributions from Beryl Shepherd CWU President, Tony Kearns SDGS, Trish Lavelle Head of Education and Training and myself.

Thank you to our Communications Department and I look forward to listening to what the future episodes bring.

https://soundcloud.com/user-53225609/cwu-podcast-pilot/s-5ne3z

Yours sincerely

Dave Ward

General Secretary

TSO Safety, Health & Environment Newsletter– August 2018

To: All Branches

Dear Colleagues,

Please see attached the August edition of TSO Safety, Health & Environment Newsletter. In this month’s issue there are articles on the following:-

• Heatwave information brief

• BEMS EAP solution – waste

• Taking care in the sun

• Safety warning for all you vapers out there

• Access equipment

• PPE news

• Near miss of the month candidates

• Near Miss Reporting

• Fires

• And finally – testing of mechanical aides.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB494 TSO Safety, Health & Environment Newsletter – August 2018

SHE Newsletter August 18. draft

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Redesign – Communication and Engagement Programme

Ahead of the Special Conference on 3/4th November we have committed to undertaking the widest possible Consultation and Engagement exercise with our Branches and representatives.

This will include a series of Regional Briefings which were set out in LTB 466/18. In addition to this we will be offering virtual online sessions with Branches – details of these will be shared at the Regional events.

The autumn edition of The Voice will carry a feature on the Redesign Project and forthcoming Conference. We will use this and Facebook Live Broadcasts to also engage our members on the proposed changes.

To commence the process, below are links to three videos from myself, the Senior Deputy General Secretary and the President. These give Branches information on the structure and processes of the Conference, the actual policy papers and the overall strategy of Redesign. We would encourage Branches to take the time to watch and share the content as widely as possible.

President Video https://vimeo.com/287401770/e562d9c133

GS Video https://vimeo.com/287400667/7f94c4e80b

SDGS Video https://vimeo.com/287402441/9b4c8f1449

Tomorrow, we will release the pilot episode of our new Podcast series. This focuses on redesign in a more conversational environment and covers a wide range of issues, including the structure of the Conference itself. This is another new initiative that we believe will be engaging and we encourage Branches and reps to listen to this and publicise it as widely as possible.

Finally, we are also working with our teams to ensure the Special Conference in Bournemouth is freshened up and gives the whole union the right environment to debate our future. More information on this will be shared in the coming weeks.

Any enquiries on the above LTB should be addressed to the gsoffice@cwu.org.

Yours sincerely

Dave Ward

General Secretary

18492LTB REDESIGN COMMUNICATION AND ENGAGEMENT PROGRAMME

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HSE Report (RR1135) Published on the Effectiveness of Mental Health First Aid (MHFA) Training in the Workplace:

To: All Branches

Dear Colleagues,

Introduction

This report produced by the HSE is described by the authors as nothing more than a “rapid scoping review” – extracting data from ‘selected’ articles. It concludes that it is not possible at the time of writing the report to state whether MHFA training is effective in a workplace setting or not. This, the report explains, is due to the limited scope of the study and the limited information it’s based on.

As the regulator for workplace health and safety, the Health and Safety Executive (HSE) states that it wishes to understand the strength of the available evidence on the effectiveness of MHFA in the workplace and hence commissioned this recent study.

However, this inconclusive report won’t help them much. The Report authors admit and accept that more robust research evidence is required on the use of MHFA training in workplaces and that’s something that would be welcomed universally, in our view.

CWU Health, Safety & Environment Department Opinion of the report

The opinion of the CWU Health, Safety & Environment Department is that the report is of little or no significance. What is needed to draw definitive conclusions is an in-depth, detailed study and not a “rapid scoping review”.

Positive Aspects

On the positive side, the report finds and concludes that there is consistent evidence that MHFA training raises employees’ awareness of mental ill health conditions and that MHFA trainees have a better understanding of where to find information and professional support, and those trained are more confident in helping individuals experiencing mental ill‐health or a crisis.

The report does raise the valid question of needing to ensure that the introduction of MHFA training in workplaces results in sustained actions and outcomes of improved, wider management of mental ill-health and beneficial outcomes. Again, we can all agree on this.

Other Studies and Reports – Referred to in the HSE Report:

Jorm et al. (2010) in Australia and Jenson et al. (2016) in Denmark reported that MHFA training improved trainee knowledge and their confidence in helping other people with mental ill‐health conditions. Both studies found that positive changes were sustained six months after the MHFA training. Both studies also found improved positive attitudes.

Kidger et al. (2016) in the UK reported that both adult and youth MHFA courses were effective at improving the knowledge, attitudes, confidence and skills in supporting people.

Kitchener and Jorm (2004) in Australia demonstrated improved mental health literacy (concordance with health professionals in beliefs about treatment), increased confidence in providing help to others, decreased social distance from people suffering from depression, and greater likelihood of advising people to seek professional help. The report found an improved behaviour towards those with mental ill‐health and the training also benefited the mental health of the trainees.

Booth et al. (2017), Hadlaczky et al. (2014) and Kitchener and Jorm, (2016) all reported a positive improvement amongst public sector workers immediately following the training and up to six months after. These improvements included their knowledge, preparedness and confidence to intervene to help others.

A Study and Report not referred to in the HSE Report – Fire Service Study:

The study, ‘Promoting Well-being and Reducing Stigma about Mental Health in the Fire Service’, published in the Journal of Mental Health, revealed the positive impact that Mental Health First Aid (MHFA) awareness training has on staff knowledge about poor mental health – an issue that affects 20% of the UK’s workforce. The study also revealed a significant improvement in attitude towards the issue following the training and well-being programme. The research was developed by Northumberland Tyne and Wear NHS Foundation Trust Community Psychology Service. The study reported a significant improvement in attitude to mental health problems and increased ability and confidence to help someone experiencing mental health problems. The initiative has since been used with teachers and mental health nursing staff and has been shown to be consistently effective in positively influencing attitudes to mental health problems and knowledge and efficacy about mental health. Participants described how they were more able to recognise and respond to signs of mental health problems and to help their friends and colleagues, and that attitudes towards mental health issues were changing and they were more open-minded and less judgemental.

MFHA England

MFHA England reported seeing a dramatic increase, over the last year, in the number and range of organisations, including the emergency services, police and many others, all seeking solutions to the increasing issue of mental ill health in the workplace. They said that it is through good quality, specifically tailored training that we are able to help employers raise awareness of mental health across their organisations and lift the stigma that has been long associated with mental ill health. It is estimated that in any one year approximately one British adult in four experiences at least one diagnosable mental health disorder.

Mental Health First Aid (MHFA) Training

Mental Health First Aid (MHFA) is an internationally recognised, accredited and licensed training course. MHFA England has trained 70,000 people and has worked with many large employers to deliver mental health awareness training within the workplace. MHFA is the mental health equivalent of physical first aid training and provides participants with the skills and confidence to recognise the signs and symptoms of common mental health issues and effectively guide a person towards the right support services.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB489 HSE Report (RR1135) Published on the Effectiveness of Mental Health First Aid (MHFA) Training in the Workplace HSE Report on MHFA Effectiveness in the Workplace 2018 (RR1135)

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National Rule 14 & Complaints Procedure Byelaws

Branches will be aware that the New National Rule 14 was endorsed at this year’s Annual Conference.

The main thrust of the change was to switch the emphasis from one of discipline and punishment to complaint and resolution. The main changes are as follows:

• New title – Dispute Resolution

• One clear route of administration for all complaints via GS department

• Includes the National Complaints Procedure within the rule

• Change the make-up of the NDC

• Rename the Independent Review Body to Independent Appeals Panel (IAP)

• Change the make-up of the IAP to consist of 3 totally independent members

• The NDC will have an automatic right to attend the IAP

• New Byelaws for the NDC, IAP and Complaints Procedure

The NDC byelaws agreed by the NEC are required by rule to be endorsed by the next available General Conference which will be 2019.

The Complaints Procedure byelaws agreed at the July NEC meeting dovetail into the new rule and now complete the process for any complaints / disputes received in the GS Department.

For ease of reference National Rule 14 and new byelaws are attached. Any future issues raised under National Rule 14 should be addressed to gs-rule14@cwu.org.

Any enquires on the above LTB should be addressed to gs-rule14@cwu.org.

Yours sincerely

Tony Rupa

Assistant Secretary, NDC

18LTB490 National Rule 14 & Complaints Procedure Byelaws

BYE-LAWS GOVERNING THE CONDUCT OF THE INDEPENDENT APPEALS PANEL (IAP)

COMPLAINTS PROCEDURE

National Rule 14

NDC Byelaws

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