Re-entering Negotiations with Royal Mail Group

Further to LTB 674/19, I can report that there have been developments in regards to re-entering negotiations with the company.

At the National Briefing held in Liverpool yesterday I advised colleagues that following an approach by the business, private discussions and an exchange of correspondence has taken place this week regarding how we can re-enter into serious negotiations to resolve this dispute.

Both parties have publicly expressed a desire to enter into talks but colleagues will be aware that in our open letter to Andy Good (Transformation Director) dated 15^th November, we sought a number of assurances designed to create a positive environment for talks to take place and to rebuild confidence and trust that these talks will be a genuine effort to find a joint approach to the future.

The assurances we sought were as follows:

1.Both parties agree that we have completed the Dispute Resolution Process and met the terms of the legal contract, and that we will now move into direct negotiations on all of the issues raised in dispute by the CWU i.e. the CWU’s Specific Demands as detailed in the mediation packs and ballot papers.

2.Imminent unilateral action in regard to the TUPE of our Parcelforce members and the creation of Parcelforce as a separate limited company is removed subject to the outcome of our negotiations.

3.The negotiating structure for these negotiations should consist of one main negotiating group, supplemented by sub-groups with relevant additional expertise reporting back to the main group for sign-off.

4.From the outset of negotiations, one of the sub-groups should      deal with all aspects in dispute in Parcelforce and this group should include Representatives of Parcelforce management and additional CWU expertise.

5.The mass un-agreed agency workforce that have been recruited, by RMG’s admission to clear any backlog work created by strike action, should be stood down as unnecessary and not brought into our operations by executive action.

6.Urgent Christmas arrangements to be agreed at both national and local level which should also ensure agreed resourcing arrangements and include the opportunity for part-time employees to extend their hours up to full-time, as well as earning packages for all employees, prior to agreed levels of extra agency resource being introduced.

7.An urgent agreement to be reached on the reward for election material which reflects this exceptional moment in time where by a general election has clashed with Christmas pressure.

The private exchanges that have taken place have been positive and RMG has agreed that all of our assurances will be met. However, for absolute clarity there is a need to test the interpretation of wording on some points raised in the aforementioned correspondence and we have therefore agreed to meet early in the new-year to address the outstanding points. If that meeting is positive we will then re-enter into structured negotiations to resolve our dispute.

Against that backdrop at a meeting on Monday 16^thDecember 2019, the Executive agreed the following:

That the Executive agree in-principle, on the basis that the proposed positioning meeting in early January 2020 clarifies the outstanding points in correspondence exchanged between CWU and RMG, we will agree a period of calm for negotiations to succeed. That period of calm shall be until the end of February 2020, unless RMG pull out of the talks or take any executive action during that time. Equally during that period the CWU will not re-ballot in Royal Mail on the current in-principle dispute or announce any industrial action on the two current live ballots in Parcelforce.

To be absolutely clear we are only in this position because of the solidarity of our members and we will enter into these talks from a position of strength, in a positive and pragmatic manner, but should these talks not be successful we will not hesitate to re-ballot our members and continue our dispute.

Further updates will be provided in due course.

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)   

19LTB712 Re-entering Negotiations with Royal Mail Group   

POST OFFICE: COLLECTIVE AGREEMENT – CONDUCT CODE

I would like to advise Branches that the Postal Executive has unanimously endorsed a Collective Agreement for a new Conduct Code. The National Agreement, which is attached to this LTB, is being introduced from today and replaces the 2010 Post Office Conduct Code Procedure.

The new Agreement includes a number of key improvements such as:

• Significant reductions in the time warnings are kept on an  employee’s record:

a) Formal warning reduced from 12 months to up to 6 months 

b) Final warning reduced from 2 years to up to 12 months 

c) In cases of dishonesty 5 years Final Warning reduced to up to 2 years 

d) Suspended dismissal remaining in force has changed from 2 years to up to 1 year. 

The reductions in the time a warning is in place for is coupled with the inclusion of the key words “up to” to allow for even shorter time penalties. Furthermore “up to” removes the arbitrary nature of these time related penalties and allows for discretion to be used by managers and in turn provides our Reps with the ability to advocate lesser time for all penalties. 

To support the introduction of this new Agreement the following Joint Statement with Post Office and Unite is being published today:

We are pleased to be launching the revised Conduct Code which is a ‘National Collective Agreement’ across Post Office Limited with Unite and CWU.

This policy aims to help employees to achieve and maintain Post Office Limited standards of conduct and behaviour, while making sure employees are treated in the right way. It is a ‘National Collective Agreement’ between Post Office Limited, Unite and CWU and replaces all other previous conduct agreements to ensure that Post Office’s approach to conduct is fully aligned to the way we want managers, union representatives and employees to work together.

The Conduct Code Policy and toolkit have been developed jointly by Post Office, Unite and CWU and support an approach that emphasises informal resolution.

We want to let employees know in an informal and timely manner if their conduct or behaviour is causing concern, whilst recognising that there will be occasions when managers need to deal with an issue formally.

A key change in the process is the different approach to suspensions. In the past, employees were suspended too often, for too long and sometimes for issues that were not that serious. The updated policy asks managers to reflect on why suspension is being considered; looking at the risks and consequences for the business.

We have also shortened the period of time a warning will be live to align to ACAS best practice.

We hope you find this policy and procedure useful in helping you to maintain the required standards. We believe that the updated policy will benefit the business, our employees and union representatives.

Andy Furey – CWU Assistant Secretary                 

Mike Eatwell – UNITE Officer                        

Lee Kelly – Employee Relations & Policy Director, Post Office LTB

Our Representatives employed by the Post Office are attending a briefing on Friday 20th December during which we will have a discussion around the benefits of the new Conduct Code Agreement and they will have the opportunity to pose any questions the Reps may have in regards to the finer details. 

It is our intention to carefully monitor the effectiveness of the new Collective Agreement which the Postal Executive believes will greatly enhance our Reps’ ability to protect members when faced with potential discipline. There are no downsides to the new Agreement, which contains only improvements.

In closing, I would like to thank Lynn Simpson, Postal Executive member, who was instrumental in bringing this negotiation to a successful conclusion.

A handbook is in the process of being designed by our Communications Department and if Branches require printed copies, please contact Lea Sheridan – lsheridan@cwu.org

Yours sincerely

Andy Furey

Assistant Secretary

19LTB708 Post Office – Collective Agreement – Conduct Code

Attachment to 19LTB708 – Conduct Code

REGIONAL LEADS – DEVELOPMENT WORKSHOPS

Please be advised that a series of Regional Workshops have been scheduled to assist Regional Secretaries and their respective Regional Leads with the drafting of Regional Development Plans.

The workshop will cover a variety of topics including Trade Union Values, Available Support, and a focussed look into strategic planning including time to discuss key regional priorities.

A key outcome of the event will be to prioritise the composition of an overarching Regional Strategy. It is hoped that the Regional Leads will then be able to cascade the techniques learned through to their individual sub-committees.

The workshops are to be delivered “in-house” and we will be working closely with Regional Secretaries to ensure the venues have adequate access. If any other adjustments are required please notify your Regional Secretary who will also be responsible for forwarding names of attendees to Maxine Todd (mtodd@cwu.org).

Please note that venues may be subject to change:

• 9th January 2019 (9:30 – 16:30) London (Regional Office) 
• 13th – 14th January (12:30 Mon – 12:30 Tue) North West (Stockport) 
• 16th – 17th January (12:30 Thurs – 12:30 Fri) Wales (Shrewsbury) 
• 27th – 28th January (12:30 Mon – 12:30 Tue) South West / South East (Elstead Hotel) 
• 3rd – 4th February (12:30 Mon – 12:30 Tue) North East (Regional Office) 
• 2nd – 3rd March (12:30 Mon – 12:30 Tue) Midlands / Eastern (Birmingham, Summer Lane) 
• 10th – 11th March (12:30 Tues – 12:30 Wed) Scotland 
• TBC – Northern Ireland 

The workshops do not attract paid release so it will be necessary to make local arrangements.

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

19LTB 706 – Regional Leads – Development Workshops

Positive Mental Health” – Second Book in the ‘Positive Wellbeing Series’ By Dr. Shaun Davis & Andrew Kinder:

Dr. Shaun Davis Royal Mail Group’s Global Director Safety, Health, Wellbeing & Sustainability has, along with his Co-Author Andrew Kinder, published the second book in the ‘Positive Wellbeing Series’, entitled ‘Positive Mental Health’. This follows the success of the previous book ‘Positive Male Mind’.

Paying attention to mental health in the workplace has never been more important. We all face mental health challenges, regardless of our gender, age or sexual orientation, and too often we can be guilty for taking our mental health for granted.

Positive Mental Health aims to inspire positive dialogue around mental health and build on the current progressive movement around mental health awareness in line with current thinking on mental health in the workplace.‎

The book will provide workers and employers with the resources, tips and tools on how they, or those they know who are suffering, can develop better mental health and therefore improve their wellbeing and quality of life as well as how employers can develop better wellbeing amongst their employees bringing with it improved performance and productivity in the workplace.

Watch the TV interview of Shaun Davis on the launch of the new book on this link:-

https://www.rt.com/shows/sputnik/474651-positive-mental-health-art/

Published by: LID Publishing ISBN: 9781912555550 Number of pages: 128 Dimensions: 180 x 120 mm Hardback Price £9.99.

The book can be ordered via the Lid Publishing website: Click Here‎

CWU Members and Reps who purchase a copy of the book can receive a discount of 35% by quoting discount code: POSITIVE35

All proceeds from the Book will go to the mental health charity ‘Mind’ and to Royal Mail Group’s charity, the ‘Rowland Hill Fund.’

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

19LTB705 Positive Mental Health – Second Book in the ‘Positive Wellbeing Series’ By Dr Shaun Davis & Andrew Kinder

Doc1 (3)

Health, Safety & Welfare Proposals – Labour Party Workers Rights Manifesto – General Election 2019 

With the General Election upon us it is only the Labour Party that has given any consideration to the vitally important issue of Health, Safety and Wellbeing at Work. This has been set out in great detail in the “Labour’s Workers Rights Manifesto” section of the Election Manifesto. Within this, a Labour Government commits to bring about the biggest extension of rights for workers that the UK has ever seen, ensuring that making working people’s lives better will be at the heart of what a Labour Government will do in power and will not allow UK law to fall below EU law, something that is a real risk under the Tories.

Making Workplaces Healthier and Safer 

In summary, in relation to health and safety, a Labour Government will:-

• Bring UK law into line with the International Labour Organisation (ILO) Health and Safety Convention standards and the European Social Charter.
• Strengthen enforcement with a new Workers’ Protection Agency.
• Set up a Royal Commission to review the law on health and safety at work to revise the UK’s dated legislation, making it fit for now and the future.
• The Royal Commission will make provision for work stress, mental health, the impact of new technology and new materials, and ensure that injury, illness and death from work is reduced to the minimum and that when it does occur the burden does not fall disproportionately on workers and their families.
• The Royal Commission will make sure every worker has access to basic facilities such as rest and access to toilets and toilet breaks and will review the law to prevent sick or injured workers being unreasonably disciplined or subject to capability procedures as a means to dismissal.
• Overhaul and strengthen the Working Time Regulations 1998 (as amended 2007) and introduce a better work life balance.
• Ensure that public-facing workers are protected by toughening the law against abuse and violence. Requiring employers to create and maintain workplaces and working conditions free from harassment, abuse and violence, including “third party harassment” of workers in public facing roles such as health, retail, bus driving and postal workers.
• Require employers to make reasonable adjustments to assist those going through the menopause.
• Introduce a Government backed Reasonable Adjustments Passport scheme to help disabled people and strengthen Access to Work support.
• Make sure trade union safety reps are able to take enough time off to perform their union-related duties and undertake training.
• Ensure employers uphold their obligations to consult with recognised trade unions and their Safety Reps.
• Introduce a maximum temperature for workplaces.
• Ensure all workplaces are covered by health and safety legislation.
• Examine how health and safety protection for outdoor workers is delivered.
• Put mental health on a par with physical health in workplaces.
• Introduce ‘roving safety reps’ for workplaces.
• Introduce the right for trade union health and safety reps to inspect workplaces and employers other than their own.
• Allow workers to bring civil cases for breaches of statutory health and safety regulation.
• Defend workers’ ability to recover legal representation costs from negligent employers and keep the right for workers to be represented and recover their costs in cases of employer negligence leading to injury at work.
• Strengthen protections for pregnant women.
• Strengthen the protection for whistle-blowers because such actions protect others.
• Increase workplace inspections and prosecutions on workers’ behalf.
• Introduce tougher penalties for employers who break the law or fail to comply with tribunal orders.
• Introduce Directors’ personal responsibilities in law and liability for offences.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

19LTB704 Health Safety & Welfare Proposals – Labour Party Workers Rights Manifesto – General Election 2019