Dave Ward is back on LBC this Tuesday

Dave Ward is back on LBC this Tuesday. Please share these graphics as widely as possible and let’s get the phone-lines jammed again #GetTheDaveOn is our hashtag for the event

TUC – Diesel Exhaust In The Workplace Guide

TUC – Diesel Exhaust In The Workplace Guide:

To: All Branches

Dear Colleagues,

The TUC have today published a new Guide ‘Diesel Exhaust In The Workplace’ to assist Union Health and Safety Reps and Union Reps generally. A copy is attached.

Diesel Exhaust Emissions are a major workplace hazard. Although most of us are exposed to diesel exhaust during our journeys to work, some groups of people have very high exposures and it is becoming a significant health problem.

Emissions from diesel vehicles are far more harmful than those from petrol vehicles and diesel exhaust is now one of the biggest workplace killers after asbestos. The Health and Safety Executive also produce a free booklet on diesel exhaust that every employer should use. This is entitled ‘Control of Diesel Exhaust Emissions in The Workplace (HSG187)’. A copy is also attached.

Diesel engine exhaust emissions are a mixture of hundreds of different compounds produced by engines using diesel as fuel. Over 20 chemicals known or suspected of causing cancer have been found in diesel exhaust.

Diesel Exhaust is a carcinogen. That is a chemical known to cause cancer. The international body that classed it as a carcinogen said that people who are regularly exposed to diesel exhaust fumes at work can be up to 40 per cent more likely to develop lung cancer.

The Health and Safety at Work Act says that all employers must make a “suitable and sufficient assessment” of the risks to health from anything in the workplace. After the risk assessment is done, the employer has to take any necessary steps to prevent or adequately control exposure to any hazards.

Once the control measures are in place the employer must ensure that they are working. That means regular checking of equipment and processes.

For some workers the exposure happens outside the workplace. This is a particular problem for drivers, couriers and people who spend a lot of time on busy roads.

This new TUC guidance is intended to help union health and safety representatives to get the health risks from diesel exhaust exposure to be controlled in the workplace.

It contains information on:

  • What and where diesel exhaust is 
  • What the health risks are 
  • What the law says 
  • What your employer should be doing 
  • Monitoring 
  • A simple checklist for workplace representatives.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB606 TUC – Diesel Exhaust In The Workplace Guide

Diesel exhaust laid out Oct 2018

HSE Control of Diesel Exhaust Emissions In The Workplace (HSG187)

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CWU Special General Conference 2018 – Standing Order Report 

CWU Special General Conference 2018 – Standing Order Report 

Please find attached the following:

  • General Conference SOC Report Supplementary No.1 

Branches are reminded that credentials and voting cards and any further Standing Orders Reports will be available to pick up from the registration desk in the Solent Hall Foyer in the Bournemouth International Centre from 2.30pm – 5.30pm on Friday 1st November 2018.

Branches are also reminded that speakers cards need to be completed and returned prior to conference to enable the information to be input onto the system.

Any enquiries regarding this Letter to Branches should be addressed to Chris Tapper or sent to ctapper@cwu.org

Yours sincerely,

Tony Kearns
Senior Deputy General Secretary

18LTB605

SOR No.1

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NATIONAL AGREEMENT BETWEEN ROYAL MAIL AND THE CWU –DEPLOYMENT AND USE OF DRIVER BEHAVIOUR TECHNOLOGY IN THE LIGHT COMMERCIAL FLEET

NATIONAL AGREEMENT BETWEEN ROYAL MAIL AND THE CWU –DEPLOYMENT AND USE OF DRIVER BEHAVIOUR TECHNOLOGY IN THE LIGHT COMMERCIAL FLEET

Further to LTB 630/15, The National Agreement – LCV Driver Behaviour Technology (attached) advised Branches that the post trial discussions had concluded with an installation programme to some 13,000 vehicles in approximately 1300 locations. The main aim of the agreement is designed to improve driver safety and reduce road accidents whilst aiming to achieve a 10% MPG improvement.

Branches will also be aware of the following motion submitted by the North East Divisional Committee to Annual Conference in 2016 that was Statement / Accept;

This Conference instructs the Postal Executive that a review takes place of the Trimble Agreement, and that a new paragraph is inserted that categorically states that Trimble will not be used for office revisions.

During the course of this debate, reference was also made relating to operational savings on vehicle costs such as component parts (Brakes/Steering/Suspension/Tyre Wear) and the positive impact this would have on vehicle maintenance. Such efficiency discussions did not however include Office Efficiencies or Revisions; as such a process is covered off by other existing National Agreements. The department has met with RM on a number of occasions in order to re-confirm the purpose of this technology which is designed to support individuals; by achieving a shared objective within the confines of a positive experience that will identify opportunities for development through real time coaching. Disappointingly, RM have resisted all efforts to construct a paragraph that complies with the motion and continue to insist that such data should be used to support discussions around Revision Activity.

Royal Mail have since informed the department that an additional 11,835 Trimble devices have been purchased for installation into offices which they consider currently need the telemetry devices to maximise the benefits achieved. The companies plan is to start using the additional units during week commencing 22nd October. RM are happy to re-affirm the terms of the current National Agreement as contained in LTB 630/15 regarding all other commitments around driver performance data and that the technology will not be used as a disciplinary tool or source of information to be used in conduct cases. We should also be mindful of the fact that this technology being factory fitted as standard on vehicles. 

Given the impasse outlined above the department will now be referring the issue to external mediation in line with 5.4 of the Agenda for Growth agreement and would advise Branches that whilst the main objective of this initiative is to improve driver safety, we do not accept that Trimble data should be used for Office Revisions, therefore Branches should not recognise

any such approach and are requested to use the IR Framework to address any such discussions around this subject.

Any queries to the content of the above, please contact the Outdoor Department, reference: 300, email address: outdoorsecretary@cwu.org.

Mark Baulch

Assistant Secretary

LTB 597.18 – National Agreement between Royal Mail & CWU – Deployment and Use of Driver Behaviour Technology in the Light Commercial Fleet

15LTB630

POST OFFICE: TWO YEAR COLLECTIVE AGREEMENT – PAY

POST OFFICE: TWO YEAR COLLECTIVE AGREEMENT – PAY

Branches will be aware that our Post Office members are facing very difficult times, with the constant attack on their jobs and on the future of the Crown Office Network. This was of course exacerbated with the recent announcement of further franchising to WHSmith of 74 Crowns.

Despite this dire situation, we clearly needed to resolve pay for our members, especially as the pay date was 1st April 2018. Indeed, for those members contemplating the possibility of being TUPEd to WHSmith or conversely taking a Settlement Agreement, it should be noted that both pay increases are guaranteed for TUPE purposes and crucially will flow through to the compensation monies linked to a Settlement Agreement.

I would therefore like to advise Branches that the Postal Executive has unanimously endorsed a two year Pay Agreement for all Post Office members as follows:

 2.8% consolidated pay increase from 1st April 2018 flowing through to all allowances including London Weighting and overtime rates. 

 2.5% consolidated pay increase from 1st April 2019 flowing through to all allowances including London Weighting and overtime rates. 

• Improved annual leave entitlements from 1st April 2018 as follows:

Current Entitlements  New Entitlements 
25 days annual leave for all new starters  25 days annual leave for all new starters (no change) 
28 days annual leave after 10 years’ service  28 days annual leave after 5 years’ service 
30 days annual leave after 15 years’ service  30 days annual leave after 10 years’ service 

The principle of a revised Incentive Scheme for Crown Office members with £100 lead-in payment. Negotiations to conclude this matter will need to be undertaken; however, many of the key aspects have already been

agreed, including the move away from quarterly payments to an annual payment, following the conclusion of the financial year.

 Harmonisation of bonus potential for Postal Assistants with Crew members, making for an increased opportunity of £900 p.a vs the current £750 (a 20% increase in value). This helps our lowest paid members.

• The next pay review date is 1st April 2020.

A Joint Statement that is also being published today is attached to this LTB for your information.

Next Steps – Members’ Consultative Ballot Timetable 

The Pay Agreement will now be the subject of an individual members’ ballot; the timetable is as follows:

• Ballot papers dispatched Wednesday 24th October (2ndclass post)

• Ballot closes and result declared Wednesday 7th November

Assuming a YES vote in this consultative ballot, the pay increase and all arrears will be made with December salaries. The Post Office is unable to process the increase and arrears in November salaries due to the implications for the payroll system of the recent Salary Exchange Agreement.

This pay agreement is the best that can be achieved through negotiation and as such is worthy of members’ support. Consequently, the Postal Executive has no hesitation in recommending this two year Pay Agreement to Branches and our members.

Further developments will be reported.

Any enquires in relation to this LTB should be directed to Lea Sheridan on 020 8971 7361 or lsheridan@cwu.org 

Yours sincerely

Andy Furey

Assistant Secretary

LTB600-18 Post Office -Two Year Collective Agreement – Pay

Attachment 1 to LTB600-18


CWU’s Steve Keeley Wins the Royal Mail Group Safety, Health &Wellbeing Chairman’s Award 2018

CWU’s Steve Keeley Wins the Royal Mail Group Safety, Health &Wellbeing Chairman’s Award 2018

To: All Branches

Dear Colleagues,

Steve Keeley, the CWU’s Health and Safety Representative at Royal Mail’s Customer Experience Call Centre at Doxford, Sunderland has won the Royal Mail Group, Safety, Health & Wellbeing Chairman’s Award. The award recognises Steve’s contribution as a Union Safety Rep in looking out for people and in promoting high standards of health & safety in the workplace, both as an individual, and as part of the joint health and safety team at the Doxford unit, striving to make working environments safer.

Steve is a member of the Newcastle Amal Branch, and his CWU health and safety representative role was a prominent feature of his nomination CV. Steve has worked for Royal Mail for 20 years and has been a CWU Rep for 12 years. Steve is the first CWU Health and Safety Rep to win this award and the recognition of his outstanding work is a great credit to him and is to be welcomed within the Union.

After being shortlisted, Steve’s nomination came through the rigorous scrutiny of a high level Royal Mail Panel of people from across Royal Mail Group before going before the Royal Mail Chairman for final ratification. The presentation took place at the Plaza Hotel on the Albert Embankment in Central London last Thursday.

The work undertaken by Steve represents the best aspects of undertaking a CWU Safety Rep’s role in Royal Mail. Through Safety Reps like Steve the CWU will work to ensure that our members are able to leave work every day as healthy as when they arrived. There can be no better cause for Trade Unions than saving lives and preventing injury and ill health at work through our network of trained and experienced Health and Safety Reps.

I am delighted that a CWU Health and Safety Representative has won the Royal Mail Group’s Safety, Health & Wellbeing Chairman’s Award. He clearly works hard on behalf of his members and has won the respect of members and management alike for his knowledge, dedication and positive input. I’m pleased to add my personal congratulations as well as to thank Steve for the work he does as a Health and Safety Rep on behalf of CWU members in Doxford.

Steve joins a list of CWU Safety Reps who have won major National and Regional Awards for their work, making the CWU one of the best in the Trade Union movement. This award is great news for the Union, demonstrating the quality and professionalism of our Safety Reps and the strength of our safety organisation within the CWU. The CWU has worked tirelessly to lift the profile of health and safety and broaden our horizons, now being widely recognised as one of the UK’s leading Trade Union stakeholders and opinion formers on health and safety as a progressive, campaigning Union. The CWU’s Health and Safety Representatives deserve the full credit for their hard work and dedication that makes workplaces where CWU members work, healthier and safer places to be dealing with the many dangers and difficulties they have to tackle. The CWU will never rest on the issue of health and safety.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB601 CWU’s Steve Keeley Wins the Royal Mail Group Safety, Health & Wellbeing Chairman’s Award 2018

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Health & Safety At Work Magazine – Celebrating Health and Safety Talent – “HSW 40 Under 40 Campaign”

Health & Safety At Work Magazine – Celebrating Health and Safety Talent – “HSW 40 Under 40 Campaign”

To: All Branches

Dear Colleagues,

The Health, Safety & Environment Department has been approached by Health and Safety At Work Magazine with an invitation to nominate young CWU Health and Safety Reps for recognition under their ’40 Under 40 Campaign’.

To mark their first four decades and look ahead to the future, Health and Safety at Work’ magazine is celebrating health and safety talent with a search for 40 outstanding health and safety practitioners under the age of 40.

They are looking for the rising generation of health and safety professionals or representatives who best represent the future of health and safety; forward-thinking, imaginative and confident about embracing new ideas.

Applications and nominations will be judged by an expert panel, and are sought from anyone in any safety or occupational health related role, including enforcement, teaching, consultancy, legal practice or trade union activity. Practitioners can also be in any business sector, from manufacturing and construction to retailing or insurance.

The ‘40 under 40’ nominees could be demonstrating best practice in:

  • driving up health and safety standards and performance;
  • workplace innovation; 
  • communicating health and safety; 
  • teaching or training or representing; 
  • working with new technology and IT; 
  • safety regulation or enforcement; 
  • legal practice; 
  • occupational health; 
  • managing mental health, stress and psychosocial hazards; or
  • research and academic practice etc. 

Together, the selected candidates will demonstrate the current diversity in health and safety practice, and will be featured in a special edition of the magazine. The magazine will also promote the winning candidates’ stories online and on social media, creating a talking point for the sector and wider awareness.

The magazine’s partners for the ‘40 under 40’ celebration are IIRSM and NEBOSH, which also believe in investing in emerging talent.

NEBOSH stated that they have seen an increasing number of young people taking NEBOSH qualifications which is a positive trend and a great career option – these people really can make a difference to the workplace by helping to save lives, prevent ill health and protect the environment.

This is all about celebrating the younger generation’s achievements. The winners will demonstrate the highest standards and will inspire others to deliver excellence and best practice.

IIRSM is to be part of the judging panel, to recognise the achievements and celebrate those under 40 who have demonstrated innovation, influence, creativity and leadership in health and safety.

“It is vital that barriers across organisations are removed to educate all on the importance of prioritising health and safety risks alongside other key business risks.”

Entries or nominations are invited from individuals at any stage of their career aged under 40 on 31 December 2018. These should be accompanied by a 500 word summary of their career in health and safety so far, as well as outline plans for the future, and contact details for an individual who can provide further information.

Candidates will first be assessed on the contributions they’ve already made and their potential to achieve in the future, then a panel of expert judges will make a final decision at an event on 8 November. Good luck!

Entries can be made by post or online.

The closing date for applications is Friday, 2 November 2018.

Paper Postal Entry Form to print off is here:

https://www.healthandsafetyatwork.com/files/file_uploads/073_hsw_1018_40under40_0.pdf

On Line Entry Form is here:

https://www.healthandsafetyatwork.com/40-under-40/apply

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB599 Health & Safety At Work Magazine – Celebrating Health and Safety Talent – HSW 40 Under 40 Campaign

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Canada Completes Long Road To Asbestos Ban

Canada Completes Long Road To Asbestos Ban:

To: All Branches

Dear Colleagues,

‎As Branches will be aware the CWU has supported the huge, long running, international campaign movement to firstly halt Asbestos mining in Canada, secondly to resist the re-opening of Asbestos mines and finally support the fight for a national ban on its use in Canada.

I’m pleased to be able to report the news that the use of Asbestos and Asbestos containing products will be banned in Canada as of 30 December, 2018 under regulations passed last week by the Canadian Government.

Canada will now join over 55 countries that have banned the use of Asbestos.

The regulations, supported very widely in Canada, are an essential step to stop Asbestos exposure and protect the health of workers and the public.

Our Union will join those commending the Canadian Government for taking this critically important step to radically reduce future exposure of Canadians, especially workers,‎ to the harms of Asbestos. The ban marks a necessary shift in Canada’s history with Asbestos use, mining, manufacture, import and export.

The new regulations prohibit the import, use, sale, manufacture and export of Asbestos and products containing Asbestos, and outline a permit and reporting regime for a small range of allowable uses.

Stockpiling of Asbestos containing products made before the ban comes into force is also prohibited.

The regulations will result in substantial changes in Asbestos use in key industry sectors such as construction and automotive industries, however, narrow exclusions remain for Asbestos use including for a chlor-alkali plant until 2029, military equipment and nuclear facilities and reuse of mining residues and road materials.

The number of new cancer cases due to Asbestos exposure had continued to rise in recent years.

Campaign organisations and Canadian Trade Unions now want to see actions dealing with Asbestos legacy issues such as Asbestos contaminated workplaces, with strong enforcement, and there were calls for the creation of building an Asbestos Registry and Medical Asbestos Case Registry as the nation moves towards keeping all Canadians safe from future exposure to Asbestos.

Organisations issuing statements congratulating the Government included; “The Canadian Occupational Cancer Research Centre”, ‎”Asbestos Free Canada”, ‎”The Victims of Chemical Valley”, “The Canadian Mesothelioma Foundation”, “The United Food and Commercial Workers Union”, “The Canadian Building Trades Unions (CBTU)”, “The Canadian Association for University Teachers”‎, “The BC Federation of Labour”‎.

The Canadian Unions now want compensation for the many victims, the legacy of Asbestos-contaminated workplaces addressed, strong enforcement measures, a continued commitment and resources by the Federal Government and joint worker-employer prevention strategies developing a national strategy focused on the remaining Asbestos problems.

In the UK, Blue and Brown Asbestos were banned in 1985 and White Asbestos was banned in1999.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

18LTB598 Canada Completes Long Road To Asbestos Ban

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