BAME OFFICER ANNUAL REPORT

Dear Colleague’s,

I would like to take this opportunity to thank you all for your continues support for the past year. The role of Black Asian Minority Ethnic officer is somewhat different, interesting and at times challenging from other union IR roles; challenging because it is not fully equipped and established yet, interesting because you learn so much about different ethnic culture’s and it’s not all about work, but also raising awareness of the challenges/barriers BAME people face at work or in the community. Since being elected as BAME officer I have been able to establish the role of BAME officer within the CWU branch in Peterborough mail centre. I had the privilege to help BAME members, all CWU members and especially Agency workers (future members) to make full use of their “working rights” which the UNIONS have fought for them over the years, to the best of my knowledge. Wherever possible, I have been able to direct them to right places to seek help/advice on issues such as immigration, housing, health and wellbeing, social and cultural activities etc, besides help on work related issues from other IR reps. 

I have attended Branch committee meetings with reports, Black workers annual conference, CWU annual conference and BAME seminars. Locally, I established contacts with various minorities groups such as Peterborough Interfaith Council, refugees help centre, food banks, homeless charities etc. These are organisations who are helping community cohesions and improve lives in the local communities. I have used “Black history month” and other occasions to highlight the stories about contributions/differences made by Black people to the British society. Recent uncertainty over Britain’s exit from the European Union (Brexit) has not helped the BAME communities, but the ‘hate crime’ has not gone up as it was predicted it will near this time; even though last year has been full of news which exposed the shameful ‘Windrush generation’ scandal of the UK Government’s.

This year after independent review by Baroness McGregor-Smith into the issues effecting the BAME workers, it said up to £24 billion a year could be added to the British economy if opportunities are created for BAME workers to progress in their careers, the government has commissioned a research to find out what steps businesses are taking to promote more diversity at work and to combat the ethnic pay gap. Personally I don’t believe people should be given promotions just for the sake of political correctness, it’s not a long term solution for complex issues and could lead to ethnic segregation. Something the local Branch needs to be addressing on similar lines is, why the “equality group/committee” has not been functioning for years?, to help bring these issues in mainstream, our success ultimately depends on this. 

I have carried this role with minimum expense to the branch doing most of the work in my own time. I have enjoyed my role as BAME officer. I like to take this opportunity to thank all my colleagues who have been positive and provided valuable information in their own capacity. I believe my role as first contact point has helped many BAME members to build confidence to seek help and advice from other IR REPS and to get involved, support /engage (four pillars campaign) and feel part of the CWU. CWU has a proud history of campaigning on equality issues. With your support I shall continue to fulfil this role for the rest of the year to the best of my ability. Thank you all for providing me with this opportunity to learn and serve. “Together we are stronger”.

  Jasbir Singh

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Roof Work Safety In Royal Mail Group Buildings – Maintenance & Repairs by RMPFS & Contractors

Working on roofs is a high-risk activity because it involves working at height. Roof workers make up a quarter of all workers killed in falls from height at work. Falls from or through fragile roofs account for more of these deaths than any other single cause. Not all those who are killed while working on roofs are trained roof workers. There are also many serious injuries, often resulting in permanent disabilities. Sadly there have been several roof fall fatalities and serious injuries in Royal Mail Group properties over the years and RMG/CWU jointly don’t want to see any more.

CWU Area Safety Reps should be involved and consulted at pre-start meetings prior to any works commencing in their postcode constituency areas and are right to insist that those managing and undertaking the roof work need to produce a Site Specific Risk Assessment and Work Method Statement for the work to be undertaken.

Royal Mail Property & Facilities Solutions (PFS) has recently tightened up its access arrangements for roof work.  Using a roof as a platform to work from is inherently dangerous, and should be avoided wherever possible. There continues to be a significant risk from people falling from the leading edge of roofs or through fragile roof material e.g. skylights. Such incidents usually result in fatal or life changing injuries. In recognition of this fact Royal Mail Property & Facilities Solutions (RMPFS) has tightened up its access arrangements in relation to this matter and in RMG buildings. No contractor or consultant is allowed to set foot on a roof without prior RMPFS authorisation.

Those controlling and managing roof work must plan for safety and determine who will supervise the job ‘on site’ and check that the system is effectively controlling risks, how they will ensure workers are trained and competent and that they work to the ‘method statement’, taking account of fragility, safe access to the roof, that there’s a safe system and safe place of work on the roof and that falls can be prevented. Weather conditions need to be taken into account. They need to take account of electricity, ensure there’s an escape route in case of fire, that there is Fall Arrest Systems Equipment, Scaffolds are erected safely, there is safe use of any mobile access equipment and ladders, only trained and competent staff must be used and that CDM requirements are met.

RMG Roof Work Communications Issued This Week:

Roof Access Arrangements 

Royal Mail Property & Facilities Solutions (PFS) has recently tightened up its access arrangements for roof work.  Using a roof as a platform to work from is inherently dangerous, and should be avoided wherever possible.  Significant risks exist in relation to falling from the leading edge of roofs or through fragile roof material such as skylights – these incidents usually result in fatal or life changing injuries.  PFS has therefore communicated updated roof access rules to all PFS employees, the contracts team and RMG suppliers.  It is important that PIC’s are aware of the risks surrounding roof work and in particular that roof work is now only permitted in daylight hours in RMG owned sites:

PICs in RMG Owned Buildings 

All contractors or consultants must have prior PFS authorisation before being allowed to set foot on a roof. No contractors or consultants are allowed to set foot on a roof between sunset and sunrise (times available from www.timeanddate.com). PIC’s must not allow any roof work to be carried outside of daylight hours. All workers accessing roofs, (including those undertaking surveys and short duration work) must be trained specifically in work at height and accessing roofs. Contractors must have a ‘Risk Assessment and ‘Work Method Statements’ that are specific to the site. (Generic Risk Assessments are not adequate or acceptable). These will have already been checked and authorised by persons appointed by RMPFS but the PIC must ask the contractor to explain their work method statement. The PIC must also discuss any risks to people on site and how this will be managed during the work.  Similarly PIC’s must also advise the contractors of any RMG activity that may impact upon them and their safety whilst on site.

PICs in leased Buildings 

Where RMG is a tenant in a building and therefore not the landlord, some different arrangements apply. If RMP&FS have commissioned the work, they will have obtained the landlord’s consent to carry out the work and the above rules then apply.  Where the landlord has commissioned the work, the landlord is responsible for authorising how the work will be carried out and establishing rules for roof access.  In this instance, RMPFS must liaise with the PIC to ensure that adequate arrangements are in place to protect RMG staff and the public for the duration of the works.

Remember that the PIC is authorised and permitted to stop a contractor working if they are working unsafely – in this instance it must be reported to the PFS Helpdesk. 

Advice is also available from the local RMG SHE Advisor.

CWU ASRs will be fully involved and consulted pre-start and during any roof work.

See attached: 

• RMG SHE Standard 10.1 – Selection and Working with Contractors Guide
• RMG Contractors Health & Safety Guide/Pocket Card
• RMPFS Roof Work Communication Jan 2019
• HSE Health & Safety in Roof Work HSG33

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

19LTB121 Roof Work Safety In Royal Mail Group Buildings – Maintenance & Repairs by RMPFS & Contractors

HSE Health Safety in Roof Work HSG33

RMG Contractor Safety Guide

RMPFS Roof Work Communication Jan 2019

Selection + Management of Contractors Guidance (Appendix 2) (v1.1)

View Online

View Online

Roof Work Safety In Royal Mail Group Buildings – Maintenance & Repairs by RMPFS & Contractors

Working on roofs is a high-risk activity because it involves working at height. Roof workers make up a quarter of all workers killed in falls from height at work. Falls from or through fragile roofs account for more of these deaths than any other single cause. Not all those who are killed while working on roofs are trained roof workers. There are also many serious injuries, often resulting in permanent disabilities. Sadly there have been several roof fall fatalities and serious injuries in Royal Mail Group properties over the years and RMG/CWU jointly don’t want to see any more.

CWU Area Safety Reps should be involved and consulted at pre-start meetings prior to any works commencing in their postcode constituency areas and are right to insist that those managing and undertaking the roof work need to produce a Site Specific Risk Assessment and Work Method Statement for the work to be undertaken.

Royal Mail Property & Facilities Solutions (PFS) has recently tightened up its access arrangements for roof work.  Using a roof as a platform to work from is inherently dangerous, and should be avoided wherever possible. There continues to be a significant risk from people falling from the leading edge of roofs or through fragile roof material e.g. skylights. Such incidents usually result in fatal or life changing injuries. In recognition of this fact Royal Mail Property & Facilities Solutions (RMPFS) has tightened up its access arrangements in relation to this matter and in RMG buildings. No contractor or consultant is allowed to set foot on a roof without prior RMPFS authorisation.

Those controlling and managing roof work must plan for safety and determine who will supervise the job ‘on site’ and check that the system is effectively controlling risks, how they will ensure workers are trained and competent and that they work to the ‘method statement’, taking account of fragility, safe access to the roof, that there’s a safe system and safe place of work on the roof and that falls can be prevented. Weather conditions need to be taken into account. They need to take account of electricity, ensure there’s an escape route in case of fire, that there is Fall Arrest Systems Equipment, Scaffolds are erected safely, there is safe use of any mobile access equipment and ladders, only trained and competent staff must be used and that CDM requirements are met.

RMG Roof Work Communications Issued This Week:

Roof Access Arrangements 

Royal Mail Property & Facilities Solutions (PFS) has recently tightened up its access arrangements for roof work.  Using a roof as a platform to work from is inherently dangerous, and should be avoided wherever possible.  Significant risks exist in relation to falling from the leading edge of roofs or through fragile roof material such as skylights – these incidents usually result in fatal or life changing injuries.  PFS has therefore communicated updated roof access rules to all PFS employees, the contracts team and RMG suppliers.  It is important that PIC’s are aware of the risks surrounding roof work and in particular that roof work is now only permitted in daylight hours in RMG owned sites:

PICs in RMG Owned Buildings 

All contractors or consultants must have prior PFS authorisation before being allowed to set foot on a roof. No contractors or consultants are allowed to set foot on a roof between sunset and sunrise (times available from www.timeanddate.com). PIC’s must not allow any roof work to be carried outside of daylight hours. All workers accessing roofs, (including those undertaking surveys and short duration work) must be trained specifically in work at height and accessing roofs. Contractors must have a ‘Risk Assessment and ‘Work Method Statements’ that are specific to the site. (Generic Risk Assessments are not adequate or acceptable). These will have already been checked and authorised by persons appointed by RMPFS but the PIC must ask the contractor to explain their work method statement. The PIC must also discuss any risks to people on site and how this will be managed during the work.  Similarly PIC’s must also advise the contractors of any RMG activity that may impact upon them and their safety whilst on site.

PICs in leased Buildings 

Where RMG is a tenant in a building and therefore not the landlord, some different arrangements apply. If RMP&FS have commissioned the work, they will have obtained the landlord’s consent to carry out the work and the above rules then apply.  Where the landlord has commissioned the work, the landlord is responsible for authorising how the work will be carried out and establishing rules for roof access.  In this instance, RMPFS must liaise with the PIC to ensure that adequate arrangements are in place to protect RMG staff and the public for the duration of the works.

Remember that the PIC is authorised and permitted to stop a contractor working if they are working unsafely – in this instance it must be reported to the PFS Helpdesk. 

Advice is also available from the local RMG SHE Advisor.

CWU ASRs will be fully involved and consulted pre-start and during any roof work.

See attached: 

• RMG SHE Standard 10.1 – Selection and Working with Contractors Guide
• RMG Contractors Health & Safety Guide/Pocket Card
• RMPFS Roof Work Communication Jan 2019
• HSE Health & Safety in Roof Work HSG33

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

19LTB121 Roof Work Safety In Royal Mail Group Buildings – Maintenance & Repairs by RMPFS & Contractors

HSE Health Safety in Roof Work HSG33

RMG Contractor Safety Guide

RMPFS Roof Work Communication Jan 2019

Selection + Management of Contractors Guidance (Appendix 2) (v1.1)

Processing Report for 2019

Annual General Meeting’s

 

 

General 

I would like to start this report by thanking those CWURepresentatives and Substitutes who have supported me and each other over the last year. I also thank those members of the CWU Eastern No5 Branch Committee for the supportthey have given me and last of all thanks go out to you our members who have patiently shown support and understanding in another testing year.

The Pay and Four Pillars Agreement (P&FPA) was in its infancy at last year’s AGM. A lot of time over the last 12months has been spent negotiating the many challenges that the agreement offered up, as well as all the normal day to day tasks that face the CWU Reps and members. 

An ever-growing aspect of the business, which we have reported on before, Is the change since privatisation on the business approach to our Royal Mail/CWU Joint National Agreements, which is putting increasing pressure on your CWU Representatives and you the members. It has become evident Managers are being directed to seek advice from HR Legal Advisors when dealing with the Attendance, Grievance, Conduct Code and Bullying and Harassment Procedures. Where pre-privatisation your Union Rep would represent you in front of your Manager and your Managerwould conduct the meetings making their own decisions on the circumstances set out before them. They are nowdirected to consult and adhere to the advice given by these advisors who offer advice purely from a legal point of view. This results in more issues of reviews in the Attendance Procedure and further than normal escalations of the Conduct Code and Bullying and Harassment Procedures,which the CWU feel is fundamentally wrong as this takes away the personal relationship between staff and Management which is against the spirit of our agreements.

 

Processing Re-alignment of Duty Structure

The year started with preliminary discussions around resourcing. We were originally approached by the Production Control Manager (PCM) with proposals torecruit twenty to thirty Anguard Casual conversions to new eight-hour Saturday only contracts. The reason being Saturday afternoon was under resourced because a lot ofthe original Saturday only staff were on temporary increases of contracts to either full–time or mid-week part–time. Which meant we were using casual staff every week.

We were happy to agree on the proviso we would look at the whole processing duty structure in line with the resourcing re-alignment section of the P&FPA, with a view of guaranteeing permanent increases of contracts for all staff who were performing temporary contracts, increase duty work hours on all four shifts, reduce the reliance on casualsand high percentages of overtime, stop diverting work out to other mail centres and secure both the 1c and 2c operationsat Peterborough Mail Centre. 

This is something we had attempted to do several times over the last four years but had failed due to inconsistency of Plant Managers and Royal Mails privatisation with severebudget restrictions. However, the current Plant Manager Su Redshaw was determined to agree with the union a re-alignment of the duty structure which would see all  staff on temporary duties made permanent on the temporary hours they were performing, the introduction of new duties to resource against the Amazon growth and the introduction of the 1st hour towards the shorter working week for full-time staff from the P&FPA and secure our future workplace. The aim was to agree and implement by October 1st, 2018.

We agreed a re-aligned duty set with a minimum amount of disruption to the current working patterns of staff to present to the CWU Processing Shift Reps and Managers to point out people and content issues they identified and aligncurrent staff against the duties, most of whom were alignedagainst the duties they originally picked. The temporary contract staff were re-aligned to their permanent contract duties.

This was displayed to the members and we briefed staff in the Work Time Listening and Learning (WTL&L) sessionsalong with the agreed procedures we would use for the forthcoming pick exercise.

The first two rounds of picks were for processing staff only, whereas rounds three and four were open to staff from other functions under the roof. This resulted in significant increases in contractual hours for 118 people, 78 of which went part-time to full–time, all staff on temporary increaseof hours contracts were successful in picking permanent duties reflecting their temporary hours, staff being able to change shifts to their preference and staff moving into processing from other functions. Of the 78 who moved up to full time, 35 had previously been on 20-hour contracts and 28 new full-time workers moved straight from eight-hour Saturday-only contracts, while another 27 eight-hour Saturday-only people picked 20-hour contracts.

Although the old processing scheduled attendances (SA)were cancelled when the new re-aligned duty structure came in on October 1st, it was agreed to continuing honouring the hours to the staff who held them until the new SA pick exercise had taken place and implemented. The reason for this was we knew a lot of staff would be able to change their shift and work patterns during the pick exercise and therefore deemed it unfair to do the SA pick at the same time as the duty pick. The new re-aligned SA pick was advertised and allocated during the Christmas pressure weeks and implemented in January 2019. There are several vacant SA’s which were not picked. One of the reasons for this is the ceiling on how many SA hours a member of staff can hold in any one week, which is 12 hours, as per The Way Forward Agreement. The CWU are proposing to take a motion to this year’s Postal Conference to address this.

There will be a Post Implementation Review (PIR) of the re-alignment in February 2019 where meetings will be held with the Shift Reps and Managers to discuss how the re-alignment is working towards the Processing workplan with a view to address any issues raised.

Overall the exercise has been a huge success which hasearned the applause of the CWU Postal Executive.

 

 

 

Romec Cleaners Applying for Internally Advertised Mail Centre Duties

During the recent Processing re-alignment exercise jobs became vacant for staff from other functions to pick. Romec cleaners applied which raised issues which needed confirmation from CWU HQ. Confirmation came back stating Romec cleaners can only apply and be allocated a Royal Mail duty if they had previously applied and been successful in passing a Royal Mail aptitude test for an externally advertised Royal Mail job. There was not yet an opportunity for Romec staff to take an aptitude test when applying for an internally advertised job. Because of this some Romec cleaners were unsuccessful with their applications.

The CWU are proposing to take a motion to this year’sPostal Conference to address this.

 

 

Shorter Working Week (SWW)

The first hour was agreed when we Nationally agreed totrials on Automated Hours Data Capture (AHDC), PDA actuals and the Resource Scheduler. The PCM gave his first proposals on where the SWW should be, based on the information produced by the Resourse Scheduler this was put to the CWU Shift Reps and after negotiations andcounter proposals we agreed the first hour reduction to be implemented on October 1st with the re–alignment in line with the P&FPA. However, because of the reduction some members of staff attendances fell below 7 hours 1 min, which is the threshold of the 40+20-minute meal relief entitlement as outlined in The Way Forward Agreement. Royal Mail were quick to react and reduce those members meal relief entitlement by 10 minutes as per the agreement.

The CWU are proposing to take a motion to this year’sPostal Conference to address this. This is a challenge we will face again this year as the second hour reduction to the SWW is due to commence in October 2019.

 

Conduct and Attendance Procedure

In terms of conduct code cases we have had a number to deal with and had varied success. We live in testing times and Royal Mail seem evermore determined to handle cases with qualified Legal HR Advisers and most cases are raised to Second Line Managers, which is a dismissal level. On a plus side we only had one person dismissed under the attendance procedure and this was overturned on appeal.

 

Christmas 2018

The Christmas 2018 Agreement was a bone of contention as Royal Mail Top Management wanted to enforce a maximumlimit of 70 hours work per week with an 11 hour daily rest period and a 24 hour weekly rest period  for all four weeks of Christmas pressure in line with the European Working Time Directive (EWTD) totally undermining the last Nationally agreed resourcing for Christmas pressure found in Special Briefing 351/2001 which states:

 

1. Christmas 2001

We agreed that the hours limit would be 80-gross-hours for each of the two peak Christmas weeks, with a 9-hour break in each 24-hour period and no requirement for a weekly break. For the remaining two weeks, the limit will be 72-gross-hours with the daily break flowing through from the year-round position (10-hours if introduced by then, 9-hours if not). Again, with no mandatory requirement for a weekly 24-hour break.

 

As this was the last Nationally agreed statement on Christmas, we quickly entered the Industrial Relations Framework completing stages 1 & 2 locally before raising to stage 3. However, before the stage 3 could be heard,Royal Mail Top Management conceded and allowed the status quo to continue for this year as the disagreement was very near to the start of Christmas pressure and the CWU had threatened not to agree planned diversions in or out of the Mail Centre until we had a jointly signed Christmasagreement.

The CWU are proposing to take a motion to this year’sPostal Conference to address this in time for next year.

 

2018 Christmas Raffle

This year’s raffle for the long-term sick was another success raising £961.70. There were 37 prizes donated for the raffle by Union Reps, Managers and Members of Staff. I would like to say a big thank you to all the Reps who helped organise the event and sell raffle tickets and a big thank you to all the people who supported the raffle by buying tickets.

 

Parcel Sort Machine

At the beginning of 2018 we were told Peterborough Mail Centre (PMC) had been taken of the list of mail centres who were to have a parcel sort machine (PSM) installed.However, there were two machines which had not been allocated and PMC had been shortlisted along with Glasgow, Newcastle and Sheffield, as a possible centre to have one installed. In September, the eve before the first pick of the Processing duty re-alignment closed, we were informed PMC had been successful with our application for one of the remaining two machines. Installation will start in May 2019 with a view of an up and running date for October 2019. Joint Negotiations will commence shortly around staffing assumptions and the effect the machine will have on PMC.

Further updates will be reported as they become availablethroughout this year.

 

Nationally Agreed Trials

PMC will be a trial site for a re-usable bag tie and AGV’s which is essentially an automated (driverless) TUG consisting of four carts and multiple pick up and drop off points for York’s. Engineers have started to prepare for the trial by installing extra power lines in the Processing hall.

Further updates will be reported as they become availablethroughout this year.

 

 

 

Proposed Motions for CWU Postal Conference 2019

 

1) Since the introduction of the Shorter Working Week (SWW) agreed in the Nationally Agreed Pay and Four Pillars Agreement some duty days have been reduced to a less than 7 hours 1-minute attendance. Royal Mail have been quick to react to these changes by enforcing the entitled meal relief from The Way Forward Agreement. 

Therefore, a member who used to work a 8-hour attendance used to qualify for 1-hour break (40+20) whereas now a member working a 7-hour attendance qualifies for a 50-minute break (30+20) in effect reducing the SWW by 10 mins.

The Postal Executive is instructed to negotiate in any future pay deals a new meal relief structure which will not disadvantage our members when the length of attendance times is shortened by the introduction of the shorter working week.

 

2) Christmas pressure 2018 saw Royal Mail attempt to enforce the European Working Time Directive (EWTD) of a maximum weekly working limit of 70–hours, an 11-hour daily rest break and 24-hour weekly break or 48-hours in two weeks. The last time a joint Nationally agreed document on Christmas was Special Briefing 351/2001 which states.

1. Christmas 2001

We agreed that the hours limit would be 80-gross-hours for each of the two peak Christmas weeks, with a 9-hour break in each 24-hour period and no requirement for a weekly break. For the remaining two weeks, the limit will be 72-gross-hours with the daily break flowing through from the year-round position (10-hours if introduced by then, 9-hours if not). Again, with no mandatory requirement for a weekly 24-hour break.

The Postal Executive is instructed to negotiate with Royal Mail in preparation for Christmas 2019 a new jointly agreed working time directive for the Christmas pressure weeks which will include, the hours limit would be 80-gross-hours for each of the two peak Christmas weeks, with an 11-hour daily rest break and no requirement for a weekly break. For the remaining two weeks, the limit will be 72-gross-hours with an 11-hour daily rest break and no requirement for a weekly break. 

This will be agreed and published in time for local negotiations for Christmas and New Year 2019

 

3) There is not an opportunity for Romec cleaners to apply for Royal Mail internally advertised Mail Centre duties unless the applicant has applied for an external Royal Mail position and been successful in passing an aptitude test.

The Postal Executive is instructed to negotiate with Royal Mail and Romec the opportunity for Romec staff to take an aptitude test when applying for internally advertised Royal Mail duties.

 

4) The Way Forward reads Scheduled Attendances will be limited to no more than 12 hours per employee in any week.

Scheduled Attendances can be introduced on a seasonal basis and therefore are sometimes difficult to resource against whilst a limit is in place. 

The Postal Executive is instructed to negotiate with Royal Mail the removal of a limit to how many Scheduled Attendance hours an employee can hold in any week providing they adhere to the European Working Time Directive.

 

EJ Orviss

Area Processing Representative

Area.processing@cwue5.org

 

Date 7th February 2019