Workers of the world unite; you have nothing to lose but your chains. Karl Marx.
We are building momentum for 16th March and the massive TUC backed anti-racism march in London.
It is absolutely vital that all branches turnout and, if you can invite friends and family to join us at BBC 12noon on the 16th.
We want to make it a carnival atmosphere so bring branch banners and wear your brightest colours.
We will be making sure the set-up when you arrive is as vibrant as possible.
Here’s a little video we’ve done as part of our promo work.
Royal Mail Footwear Reimbursement Policy (due to Medical/Health Reasons) and Reimbursement Arrangements for Individuals Covered Under the Equality Act
Dear Colleagues,
For some time now and as part of the Outdoor Department’s ongoing talks with Royal Mail on general uniform matters, representation has been made on the need to increase the limit of £30 linked to the Footwear Reimbursement Policy.
As a result of this representation, Royal Mail agreed to increase the limit under the Footwear Reimbursement Policy to £34, and whilst this increase falls well short of the CWU’s aspirations and the actual costs faced by members who for medical/health reasons are unable to wear Royal Mail issued footwear, it is nonetheless an actual increase of some 13 percent to the current reimbursement level. Equally, this increase in the level reflects the average costs to the company of non-safety footwear.
The updated Royal Mail Footwear Reimbursement process which set out the arrangements to be followed, is attached for the assistance of Branches and Representatives. It should also be noted that under the process, the company will pay any reasonable costs incurred by members in relation to providing the necessary medical supporting evidence, such as a GP, podiatrist or chiropodist letter.
Whilst the actual increase for footwear reimbursement was agreed back in October last year and was applied from that date in terms of individual applications made, there has been a delay in this development being formally reported to Branches due to further clarification sought by the Department in respect to Royal Mail policy on footwear reimbursement for members who are covered by the Equality Act, and the arrangements to be followed. This has now been given by the company and confirms that in the case of individuals covered under the Equality Act (and who therefore require a reasonable adjustment under the legislation) and have specialist footwear requirements (which could include any required footwear insoles), then the company will meet the full costs in respect to footwear reimbursement and above the £34 level set out in the Footwear Reimbursement Process.
In cases involving members covered by the Equality Act, applications on footwear reimbursement should be made via their local manager who can arrange for these to be purchased via the Royal Mail Disability Helpline. Again, and as with the Footwear Reimbursement process, members would be required to provide the necessary medical supporting evidence, with any reasonable costs incurred due to this being met by Royal Mail.
In the case of reported difficulties raised by members linked to the Footwear Reimbursement process, Branches and Representatives are advised to email the Royal Mail Uniform Team at: uniform@royalmail.com.
In the case of reported difficulties raised by members linked to the footwear purchase or reimbursement under the Equality Act, Branches and Representatives are advised to contact Royal Mail’s Disability Helpline on: 0800 0286142 (to arrange for a sign or language interpreter, call: 01142 414731).
As set out above, whilst the increase in the level of the Footwear Reimbursement Policy does not meet the CWU aspirations it does nonetheless mark an overall increase against the backdrop of years of no movement. It is therefore hoped that this limited increase is welcomed by Branches, Representatives and members alike in addition to the further clarification set out in relation to members covered under the Equality Act.
Any enquires in relation to this LTB should be directed to the Outdoor Department, reference 500, email address: outdoorsecretary@cwu.org.
Yours sincerely,
Mark Baulch
CWU Assistant Secretary
‘Time to Talk Day‘ – 7 February 2019 & the ‘Ask Twice’ Campaign: Asking Everyone To Have a Conversation About Mental Health:
‘Time to Change’ is a growing social movement working to change the way people think and act about mental health problems. It has already reached millions of people and has begun to improve attitudes and behaviour.
Despite the progress made, we know that many people still don’t consider mental health relevant to them. They don’t believe mental health problems are likely to affect them or people they know.
But the reality is that mental health can affect anyone. Statistically, 1 in 4 of us will fight a mental health problem in any given year. That’s why ‘Time to Change’ is so important. No-one should have to fear being treated differently because of a mental health problem.
Mental health problems affect one in four of us, yet people are still afraid to talk about it. ‘Time to Talk Day’ encourages everyone to talk about mental health.
It can be really hard to open up about mental health at work: 95 per cent of people calling in sick with stress give a different reason.
Time to Talk Day (7 February 2019): asking everyone to have a conversation about mental health.
Having conversations about mental health helps break down stereotypes, improve relationships, aid recovery and take the stigma out of something that affects us all. There are lots of different ways to have a conversation about mental health and you don’t have to be an expert to talk.
It’s hard enough to experience mental health problems, without having to face the judgement, shame and isolation that often surround them. That’s why we in CWU support the ‘Time To Change’ campaign to end mental health stigma and discrimination.
Royal Mail Group with the CWU and the CMA, jointly signed the “Time To Change” pledge to reduce the stigma of mental health in the workplace and to work to improve and support the wellbeing of all employees.
However you do it, make sure you have a conversation about mental health this ‘Time to Talk Day’ and going forward we want people to ‘Ask Twice’ if they suspect a workmate, friend, family member, or colleague might be struggling with their mental health. The simple act of asking again, with interest, can help someone to open up for the first time.
‘Ask Twice Campaign’
We want people to ‘Ask Twice’ if they suspect a friend, family member, or work colleague might be struggling with their mental health. The simple act of asking again, with interest, can help someone to open up for the first time. Support the Ask Twice Campaign – Spread the message and get as many people as possible asking twice.
Attachments:
Further Information:
‘Time To Change’ – ‘Ask Twice’ Website: https://www.time-to-change.org.uk/asktwice
Helplines:
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
19LTB083 Time to Talk Day – 7 February 2019 and the Ask Twice Campaign
Isle of Man Post Office
Further to LTB 701/18, I can advise Branches that CWU Members in the Isle of Man will be taking a further three days of Industrial Action commencing at 05:30hrs Thursday 14th February and concluding at 18:00hrs Saturday 16th February.
Colleagues will be aware that negotiations continued with the IOM Post Office until Thursday 13th December 2018 with further exchanges of correspondence taking place within the intervening period. I reported to the Union’s Postal Executive on Wednesday 30th January 2019 that over the Christmas break the CWU submitted a detailed response to the IOM’s proposal to effectively close the current DB Scheme to new members, introduce two-tier workforce and reduce the current USO from six to five days.
The aim of this submission is to hopefully raise the bar and develop a genuine vision of the IOM Post Office along with repositioning the talks so an agreement can be achieved for IOM members that would reduce any long-term attacks on our members’ employment, standard of living and pension security.
To date, the IOM Post Office has shown no desire to move away in any meaningful sense from what is effectively a race to the bottom mentality that seems endemic throughout the current IOM Post Office administration.
In order for colleagues to have a better understanding of the attack taking place on our members in the Isle of Man, attached to this LTB is a copy of a notice that was featured in local newspapers during the Christmas period which has been successful in keeping the dispute in the public’s eye.
I know that Branches will once again be keen to show their support for our colleagues in the IOM via messages in social media etc. Financial assistance would of course also be welcome and we are aware that some Branches have already sent donations to CWU Headquarters.
Branches wishing to make donations to the strike fund should send cheques to the SDGS Department at CWU Headquarters made payable to the CWU General Fund along with any supporting correspondence clearly stating that it is for the IOM strike fund.
I can confirm that following the Union issuing the three day Industrial Action notice, further meetings will now be taking place with the IOM Post Office week commencing Monday 4th February 2019. Branches will be advised of developments in due course.
I would like to express my appreciation as well as that of the Postal Executive, CWU Officers of the IOM Branch and members for the messages of support and solidarity received.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department and further updates will be issued in due course.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
National Hazards Campaign 2019 “Manifesto For a Health & Safety System Fit For Workers, Decent Jobs & Decent Lives”
The National Hazards Campaign has launched its 2019 “Manifesto For a Health & Safety’ System Fit For Workers, Decent Jobs & Decent Lives” in which it states that three factors could make UK workplaces safer and healthier at a stroke.
The three factors that could make UK workplaces safer and healthier at a stroke are:
According to the union-backed Hazards campaign, the UK health and safety system is ‘broken and needs fixing urgently.’
Work contributes to:
The Hazards campaign concludes that all of this is preventable. The right framework of strong laws, strict enforcement and support for active worker and union participation will have massive payback for workers, employers and the whole economy.
The Hazards 2019 ‘Manifesto’ has three clear demands on the current and future governments.
The demands on government include a call for:
To create a health and safety system fit for all workers at the heart of decent jobs and decent lives for all, the Hazards Campaign calls on government to:
1. End Deregulation and restore regulation and enforcement as a social good
1.1 Reclaim regulation by collecting, collating and publicising evidence and make clear the extent of harm caused by work.
1.2 Disband all the ‘Better Regulation’ structures and bodies, repeal all legislation sustaining it and made under it and abandon derogatory rhetoric;
2. Develop a health and safety system based on prevention, precaution and participation
2.1 Revamp the governance, organisation, purpose and funding of the HSE and Local Authorities
2.2 Support and empower trade unions, safety reps and workers to take action to protect themselves at work
2.3 Just treatment for the victims of health and safety crime and ensuring fair treatment for all workers harmed by work
2.4 Changes to specific laws and full compliance with the highest international standards of health and safety
3. Provide real, enforceable employment and safety rights to ensure good health and safety in low paid precarious work via enforcement agencies working together
Poor health and safety costs society and the economy an estimated £60 billion a year as employers shift the cost of their profit-saving risks to workers, their families and the state. The current health and safety system based on laws, access to justice, enforcement and active participation of workers and their unions, has been broken by neoliberal ideology of deregulation and austerity cuts which led directly to the Grenfell fire, and the continuing unacceptable workplace toll of up to 140 people a day killed at and by work. It has been debased by lying about its value to workers and the public, changing the regulatory environment to make workers’ lives and health explicitly subservient to business interests, slashing funding for its enforcement, commercialising, privatising and monetising it. To make work safer and healthier we need to reclaim health and safety regulation, reframe it as a basic human right, a social good – we love red tape because it is better than bloody bandages – end its ideological deregulation, restore effective enforcement and remove all restrictions on trade unions to organise, educate, agitate to protect workers lives and health as a huge body of evidence attests to their impact on making work both safer and healthier. And it is also essential that the HSE/LA system is revamped as a powerful, independent occupational health and safety preventative system, linked with agencies that enforce employment laws with good health and safety conditions at its heart.
A copy of the Manifesto is attached and goes into detail on the above summary headings and bullet points. It is an excellent, detailed piece of work drawing together all the key issues and areas of concern that the TUC and Trade Unions including the CWU have Conference policy on and have campaigned on over the years under the TUC’s ‘Protecting Health and Safety’ campaign banner and more recently the TUC’s ‘Protecting Health and Safety after Brexit’ campaign. The Manifesto will both raise awareness and provide an important focus on the key areas of the health and safety agenda we must continue to fight to achieve and protect.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
19LTB079 National Hazards Campaign 2019 Manifesto
Hazards Campaign Manifesto 2019
REVISED BRANCH MODEL CONSTITUTION
Please find attached a revised copy of the CWU Branch Model Constituency (BMC).
The revised BMC was approved by the NEC at their meeting held 31st January 2019 and replaces the previous BMC as published in LTB 664/16.
The primary reason for issuing the revised BMC is to incorporate the required changes necessary in respect of Retired Members entitlement to stand for and vote in certain Branch positions such as Branch Treasurer/Financial Secretary and Political Officer. Additionally the BMC has been amended to reflect the CWU policy that Branches should now elect a Retired Members Section Committee and shall ensure that a place on the Branch Committee is reserved for a representative of the Retired Members Section Committee.
At this point in time no other changes have been made to the previously issued BMC.
For ease of reference the changes to be made to the BMC are in red italics.
Branches will be aware that in accordance with the rules of the union that adoption of the BMC approved by the NEC is mandatory and branches should now take steps to amend their BMC at the earliest possible opportunity and to then forward an electronic version to the General Secretary’s Office gsoffice@cwu.org. .
Any enquiries on the above LTB should be addressed to gsoffice@cwu.org.
Yours sincerely
Dave Ward
General Secretary
GDPR
Further to LTB 529/18 issued on the 14th September 2018 advising Branches of the General Data Protection Regulations introduced on the 25th May 2018, CWU and RMG has since endorsed a Code of Practice around how both parties will move to a new process of data sharing that is unambiguous and not open to local interpretation, particularly where there is a potential for a breach of data. This Code of Practice can be found at Appendix A which will also be shared with all Royal Mail Managers.
Branches will be mindful of the changes contained in LTB 529/18 and the receiving of information from Royal Mail that is classified as confidential. In order to obtain certain levels of information described as ‘Confidential’, it will require the application of encryption to the email being sent by RMG using an encryption communication protocol called Transport Layer Security (TLS). Attached as Annex B is an easy to follow step-by-step guide on enabling TLS on your PC.
If the recipients mail can support TLS, the email will be released and travel through the encryption channel otherwise the email will default to ‘Strictly Confidential’ and be retained in a secure online cloud storage service e.g. iCloud. The recipient must then access a security portal called Mimecast in order to retrieve/respond to that email. This portal has been deployed by RMG to provide email risk management along with the ability to retain corporate data for a certain period and protect against data exfiltration and other advanced threats.
Going forward, CWU Representatives who need to receive data from RMG will be required to provide confirmation through a simple statement which is attached as Appendix C that allows Representatives to use their own device on accounts such as btinternet/hotmail/gmail etc. which also supports TLS. Signed statements should then be forwarded onto Laura Fleming who is based at;
Royal Mail
Fourth Floor
185 Farringdon Road
London EC1A 1AA.
Email: laura.fleming@royalmail.com
This process has been successfully deployed in RM Fleet and will now be utilised across RMG. For ease of access, all Divisional Representatives have been provided with a Royal Mail domain due to their requirement to attend Mail Centres and Delivery Offices where they can access a RMG terminal to log onto their account if necessary.
Under good practice, Branches should note that personal data should only be shared where we can demonstrate a legitimate interest which is not overridden by the individual’s rights and freedoms. Personal data should only be shared on a confidential basis only to the extent necessary and in line with other data protection considerations such as security. Once the personal data has been received, Branches must only share this data with others if it is strictly necessary and they are authorised to do so.
Branches should consider adopting a best practice approach as attached at Appendix C, to obtaining members’ consent for the purpose of representation e.g. when a member is invited to attend a meeting for the first time under the conduct procedure who subsequently seeks representation, a single statement of consent at the start of the procedure will provide the Branch with the ability to escalate the case between the various levels of representation (Unit Rep/Area/Divisional) without having to refresh this mandate at each level. Furthermore and in view of the potential for claims to be submitted by individuals for copies of all emails which displays their address, it is considered good practice to blind copy other individuals on email exchanges that are only limited to authorised people or if there is a need for information to be retained, this should be stored somewhere securely for an appropriate period of time.
To reiterate, GDPR is an important legal change and the CWU must show improved responsibility with members’ information. A personal data breach means a breach of security leading to the accidental or unlawful destruction, loss, altercation, unauthorised disclosure of, or access to, personal data that will carry sanctions, including potential fines of up to 4% of turnover.
It would be appreciated if Branches could forward any issues relating to the application of GDPR within their locality to Alan Tate, Postal Executive (atate@cwu.org) who is leading on this issue on behalf of the DGS(P) Department.
Any enquiries in relation to this LTB should be addressed to the DGS(P) Department quoting reference 10020.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
Branches may be aware that the United Nations has declared Saturday 16th March as an international anti-racism day. As a result of this the TUC and leading trade unions have met and agreed that we should collectively maximise trade union involvement at the rally.
This is part of a wider strategy that is taking shape within the TUC on the urgent need for trade unions to come together and counter the growth of the far right forces in the UK and across Europe.
As part of this the CWU will be developing its own approach to ensure we can commence a fresh and more informed debate with our representatives and members and further information will follow on this in due course.
In the meantime, it’s crucial that the CWU turnout at the rally is as big as possible and we are requesting attendance from every Branch. In the next few weeks we will be working with our Regional Secretaries to ensure all Branches are contacted directly.
There are other rallies taking place across the UK. However, the TUC has agreed that the Trade Union Movement should concentrate its efforts on the national demonstration in London.
The CWU will have our own clearly identified block on the rally and we will assemble at BBC, Portland Square from Midday.
Attached you will find social media graphics and posters which we ask you to share both online and in all workplaces.
Over the next few weeks we will provide more details on the support and engagement we are expecting from Branches on the day. Finally, we want Branches to make this a priority commitment and commence the process for building support within your Branch and Region.
Any enquiries on the above LTB should be address to the General Secretary gsoffice@cwu.org.
Yours sincerely
Dave Ward – General Secretary
Trish Lavelle – National Officer – Equality/Training & Education
Royal Mail Engineering – Urgent Safety Brief – Parcel Sorting Machine Isolation Standards:
This is a reminder to Royal Mail Engineering CWU Reps and members to read the attached brief in detail very carefully and ensure they are fully familiarised with the ‘Mandatory’ Safe Working Procedure.
In November there was a serious ‘Near Miss’ on a Parcel Sorting Machine which was caused by Engineers (Technicians) not following the correct isolation procedure detailed on the Standard Maintenance Procedure (SMP).
Before starting any procedure on any machine please ‘Stop & Think’, ask “Do I understand the isolation produce for this task and do I have the equipment I need to perform this task safely?”
Any issues that come to light should be raised immediately and under no circumstances should any short cuts or chances be taken when completing work on machines. All Engineering staff must work safely all the time – every time.
REMEMBER:
Attachment:
RM Engineering Safety Brief No 0001
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
19LTB075 Royal Mail Engineering – Urgent Safety Brief – Parcel Sorting Machine Isolation Standards
Cartwright (95 York) Double Deck Trailers (DDTs) with Aerodynamic Wind Deflectors: – 130 Withdrawn Trailers – Modification and Return to Service
LTB 072/2019 dated 31 January 2019 explained that following two incidents of wind deflectors becoming detached from Cartwright (95 York Container) Double Deck Trailers whilst in use, safety concerns were raised with Royal Mail Logistics and Fleet which prompted an urgent investigation followed by discussions between RM Fleet Engineering Managers and the CWU/HQ Health Safety & Environment Department along with the manufacturer. Royal Mail took prompt action by withdrawing 130 trailers for immediate attention and Cartwright the manufacturer has swiftly engineered a modification to overcome the problem and Cartwright engineers are travelling around the country presently, undertaking the re-work modification and returning trailers to service. See attached diagrams.
Please see attached part of the modification that will identify a trailer is OK to use.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
19LTB074 Cartwright (95 York) Double Deck Trailers (DDTs) – Modification and Return to Service
CWU Eastern No5 Branch 