CWU Exchange Mentoring – Activists Supporting Activists 2019

A key aspect of supporting our representative structure is the continuation, development and further roll out of the CWU Exchange Mentoring Scheme.

“CWU Exchange Mentoring” is the CWU mentoring scheme designed to develop new activists through utilising the skills and experience of our more experienced representatives.

The initial pilot scheme was targeted at relatively new Women, BAME and Youth activists who were active in their Branch, workplace or Region and most had been active for up to three years.

Widening the programme and selection of additional CWU Exchange Mentors

Potential new mentors from across the whole union are now invited to apply through a formal application process.

If any current representatives are interested, please complete the attached application form which will detail skills, experiences and understanding of mentoring.

A national Steering Group will shortlist the successful candidates and they will be invited to attend a two day training course. The following criteria will apply:

• At least 5 years’ experience within the CWU at a senior level at Branch, Regional, National, or IR level
• Excellent communications skills including public speaking
• A demonstrable commitment to developing new activists
• An understanding of the role of mentoring within a trade union
• Ability to commit specified time to the mentoring role
• It will be desirable but not essential to have experience of delivering training, workshops, briefings etc. to other representatives or in the wider labour movement.

Training

Building on the success of the Mentoring for BAME and Women courses delivered previously, we will provide a two day course with the following aims:

• To develop mentoring skills
• To understand the roles and responsibilities of CWU mentors
• To understand and apply mentoring skills in line with the requisite ethical standards
• To understand and apply the processes and policies of delivering mentoring according to the CWU Exchange    Scheme

The training will be delivered by suitably qualified tutors on the following dates at the Elstead Hotel:

Course option 1: Commence 12:00 13th May 2019 – Finish 12:00 14th May 2019 

Course option 2: Commence 12:00 14th May 2019 – Finish 12:00 15th May 2019

How to apply

Potential mentors will need to apply by completing the attached application form. Please give us as much information as possible and return your application by 17:00 on 5th April 2019.

We will ask potential mentees to apply via a similar application process in due course detailing their experience to date, any barriers that they are facing and letting us know what they are looking for in a mentor.

Selection and matching of Mentees and Mentors

The Steering group will then be responsible for short listing mentors and potential mentees and for matching them with one of our trained mentors. This will be based on geography, particular areas of interest, constituency, and what they are seeking from the mentoring process.

If you are interested please return your completed application form to:

Michelle Simpson, CWU, 150 The Broadway, Wimbledon, London SW19 1RX. Alternatively email your application to learn@cwu.org

Any queries relating to this LTB should be directed to Lee Wakeman (lwakeman@cwu.org) in the first instance.

Yours sincerely,

Trish Lavelle

Assistant Secretary

19LTB 168 – CWU Exchange Mentoring – Activists Supporting Activists 2019

Attachment 1 – Application Form

Royal Mail Group Holiday Pay

Further to LTB 123/19 issued on 22nd February 2019 which detailed the Union’s approach to addressing the long-standing issue of average earnings for holiday pay whilst on annual leave and getting management back to the table to negotiate a collective agreement.

As part of the aforementioned LTB, an eleven step process (that had been produced in conjunction with the Legal Services Department and presented to Divisional Representatives at the meeting in York on 20th February 2019) was circulated.

In effect, this strategy formed the first phase of our activity and we can confirm that a number of cases have already been identified and are being processed.  Whilst these are at an early stage, Royal Mail Group (RMG) are continuing to settle existing claims with individuals for periods of annual leave that have been taken where they believe average pay has not been received however this is not part of an ongoing agreement.  In short, this means that each member will have to continue submitting a separate claim for each week(s) of annual leave they take.

A further consideration is that the twelve previous weeks of average earnings are only applicable to the first four weeks of holiday pay inclusive of bank holidays and this is a time of the year when most people have already taken more than four weeks of annual leave.

That said, the initial activity has had the desired effect as RMG have indicated that they now want to engage with the Union to progress this issue.  We have now agreed that our respective legal teams will meet again to commence drafting an outline of an overall agreement and meetings are due to commence.

There is however a need to supplement our strategy with a second phase of activity in order to ensure any negotiations maintain momentum and an agreement is concluded at pace. This is a particular necessity given that the new annual leave year commences in April and members will be taking some of their four weeks allocation that currently qualify for average pay earnings.  The Union therefore want to ensure that everyone taking annual leave from April will not be penalised in respect of not being paid their average earnings whilst on leave.

We therefore need to be in a position by the start of April where every member of the Union is made fully aware of their rights and how to commence individual claims against the business.  We need Branches to give this LTB the widest possible circulation in order to kick-start this process and make members aware of their rights. This will also be supported via a communication strategy utilising Facebook and Twitter.

Following this, Branches will need to work in tandem with their Legal and Medical Officer (where applicable) and Lead Divisional Representative to ensure that the number of claims is maximised and together with our members identified in LTB 123/19 receive the holiday pay they are legally entitled to.

Please find attached to this LTB a flowchart that members making a claim need to follow, as well as paperwork containing hints that can form the basis of each grievance and the completion of the ET1 pro-forma.  Branches will also find attached a control sheet that can be used to keep a record of the claims as they are lodged.

We realise that this will be a significant piece of work but RMG must be made to appreciate that the issue of average pay on leave will not go away and that they must now sit down to reach an acceptable collective agreement with your Union.

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)

BRANCH HOLIDAY PAY FLOW CHART MARCH 19

ET1 hints

Copy of Holiday pay control sheet

Statement from the CWU Race Advisory Committee on the Terrorist Attacks in Christchurch

Monday 18 March 2019

The events in Christchurch of Friday 16 March 2019 have left a deep impression on people all over the world. The solidarity shown in the face of such a terrible attack is by far the best possible response that the trade union movement can provide and the CWU showed their outrage and their respect for the people of New Zealand when they marched against Fascism and Racism in huge numbers this weekend on the UN Day Against Racism. Chair of our Race Advisory Committee (RAC) Sajid Shaikh had a strong message for those who seek to sow fear and terror in communities whether at home or abroad. “The Communication Workers Union’s Race Advisory Committee would like to forward our deepest condolences to our brothers and sisters in Christchurch. We stand in absolute solidarity with everybody affected by the terrorist attack. We oppose all forms of terrorist violence which seek to harm and divide communities.

The CWU are here to support members, communities and anyone affected by these terrible events in any way possible. The hurt and pain you feel as a community is shared across the whole world by people of all races and religions. We all now have a duty to make even more effort to eradicate this racism, fascism and terrorism. The CWU commit to continuing to stand up against hatred and division and to promote unity, understanding and compassion. May Allah give the family of victims and the community Sabar through this very tough time.” 

We have today also heard about the disturbing events in the central Dutch city of Utrecht. Our hearts go out to those touched by these atrocities.

Trish Lavelle, Assistant Secretary for Education and Equalities emphasised the union’s complete commitment to facing up to the doctrines of racism and fascism “Everyone should be free to go about their business and lives without fear, terror and hatred. We in trade unions have a deep responsibility to challenge racism, fascism and hate in workplaces, in communities, in our families, in our politics and on the street. Every trade unionist has to be given the knowledge and confidence to stand up to the vile lies and the incitements to abuse and violence that are pervasive in all parts of society. We can do so little for the devastated families and communities in New Zealand and Utrecht apart from offer our solidarity but we can all commit to uniting to stamp out racism in our own communities.”

The RAC are working on a number of solidarity activities, which we will circulate in due course and are also encouraging CWU Branches to show solidarity against the attacks in their workplaces and communities and to provide support to any members who may be feeling distressed or anxious following these events. RAC members are happy to assist Branches in this respect.

Any enquiries regarding this email should be addressed to fhussein@cwu.org in the first instance.

Yours sincerely

Trish Lavelle

Assistant Secretary

19LTB166

Here is the latest Delivery Podcast as Mark Baulch talks to us about Doing the job properly, lapsing, pensions and pay.

https://soundcloud.com/user-53225609/the-u-word-workplace-special-episode-3

New Wage in Retirement Pension Scheme for all our Royal Mail Group Members

In the Four Pillars Guiding Principles Agreement we recognised that we had a unique opportunity to take a leadership position to influence the world of pensions and provide innovative new pension arrangements.  Against that backdrop, we agreed with Royal Mail Group a new Wage in Retirement scheme to replace the DB and DC schemes.

There has been many recent enquires regarding the progress of establishing the required legislation to allow our scheme to be introduced and today the Government’s Department of Work and Pensions released its response to the recent consultation.

This, along with the Government’s Press Release (please find attached both documents) represents a major milestone of progress and clearly demonstrates that the legislation to enable our scheme will now be drafted and introduced.

The consultation response clearly confirms that we are the pioneers in driving new forms of collective pension arrangements and that our scheme will be the first introduced, making history in this country.  Without doubt our best day will be when our scheme opens but this is still a significant moment.

This is extremely positive progress and an important moment to remind all our Representatives and members that none of this would have been achieved without their support and our brand of strong workplace trade unionism.

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

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)

19LTB165 New Wage in Retirement Pension Scheme for all Our Royal Mail Group Members

Attachment 1 – Department of Work & Pensions’ Response

Attachment 2 – Government Press Statement Released Today