EE Frontline Pay Review 2020

EE Frontline Pay Review 2020

The CWU is recommending a 15 month pay deal for Frontline staff worth 2.79% overall.  The Agreement covers all H1/H2/H3 and Team Leader grades.  The Agreement is subject to a ballot of CWU members which will start next week.

Attached is a copy of a newsletter which provides full details of the offer which was circulated to EE Frontline members earlier today.

Also attached is an example of the EE communications.

If Branches have any questions relating to this circular please contact HQ.

Yours sincerely,

Nigel Cotgrove 

Assistant Secretary

LTB 021.2020

LTB 021.2020a

LTB 021.2020b



LABOUR LEADER AND DEPUTY LEADER ELECTIONS

LABOUR LEADER AND DEPUTY LEADER ELECTIONS

Further to LTB 008/20 dated 7th January 2020 and following consultation with the President, we can confirm the following democratic process will be undertaken to determine who CWU will nominate for Leader and Deputy Leader of the Labour Party.

  1. The NEC will meet on the 28th January and make our recommendations for the Labour Leadership positions.
  2. On the 30th January the Union will hold a branch decision making forum which will ultimately decide the candidates the CWU will nominate.
  3. The forum is being held at the Bristol Hotel, Prince Street, Bristol, BS1 4QF and will commence at 11:00 and conclude no later than 15:00.
  4. The entitlement for branch delegations to attend the forum will be a maximum of 3 delegates per branch and this should include the Branch Secretary, the Branch Political Officer and at least 1 female delegate. Additionally, the forum will be open to NEC members, Regional Secretaries and Regional Political Leads.

The Voting process at the Forum 

The decision making process will culminate with each branch able to cast a vote for the candidates of their choice based on the voting strengths of their members who pay the political levy.  Only branches in attendance at the forum will be able to cast a vote.

Engagement with the candidates 

Prior to the branch forum, I will be writing to each candidate and asking them to set out their policy position and the future direction they would want the Labour Party to take.  A draft copy of the candidate’s letter is attached.  Their responses will be provided to the NEC and Branches in advance of both the NEC meeting and the Branch Forum.  The full agenda for the day will also ensure that Branches have the opportunity to put forward their views, discuss the NEC recommendation, fully consider CWU policy and the merits or otherwise of each candidate.  A full agenda will be published in due course.

Further consideration is being given to the possibility of a hustings at some point during this process, albeit we are aware this may prove difficult to organise on the day in question.

The process for individual CWU members to vote in the Labour Leadership Elections

Any CWU member who wishes to vote in the Labour leadership election must have opted in to the political levy by 5PM on the 20th January. Those who have opted into the political levy will then have until 5PM on the 3rd February to register as an affiliated supporter via the website support.labour.org.uk. Please note that this is not the same as a ‘registered supporter’ and you will not have to pay anything extra to vote. We will be communicating with members over this period to ensure that as many who wish to vote are signed up and registered.

Candidates

Nominations by MPs and MEPs have now closed and the candidates who have reached the threshold for the position of Leader are:

Rebecca Long-Bailey

Lisa Nandy

Jess Phillips

Keir Starmer

Emily Thornberry

Those who have reached the threshold for the position of Deputy Leader are:

Rosena Allin-Khan

Richard Burgon

Dawn Butler

Ian Murray

Angela Rayner

These candidates must now receive the support of either five per cent of constituency Labour parties, or at least three affiliates (of which at least two of which shall be trade union affiliates) comprising five per cent of affiliated membership.

Conclusion

Within the tight timescales set by the Labour Party NEC, we believe the abovementioned process will maximise democratic debate and engagement and we look forward to seeing all branches in attendance at the forum.

Any enquiries on the above LTB should be addressed to the General Secretary’s office gsoffice@cwu.org.

Yours sincerely

Dave Ward

General Secretary

LTB 020/20 LABOUR LEADER AND DEPUTY LEADER ELECTIONS



POST OFFICE: HORIZON TRIAL – JUDGEMENT FINDS IN FAVOUR OF CLAIMANTS

POST OFFICE: HORIZON TRIAL – JUDGEMENT FINDS IN FAVOUR OF CLAIMANTS

Further to LTB 703/19 dated 11th December. A week has now elapsed since Justice Fraser handed down a further judgement following the second trial known as the “Horizon” trial and once again the Judge found in favour of the claimants. In the judgement, Justice Fraser said the legacy Horizon IT system was “not remotely robust and that there was a significant and material risk of inaccuracy in branch accounts as a result of bugs, errors and defects in the Horizon System“. 

The Judge also noted the following:

“The approach by the Post Office to the evidence of someone such as Mr Latif demonstrates a simple institutional obstinacy or refusal to consider any possible alternatives to their view of Horizon, which was maintained regardless of the weight of factual evidence to the contrary. That approach by the Post Office was continued, even though now there is also considerable expert evidence to the contrary as well (and much of it agreed expert evidence on the existence of numerous bugs).

This approach by the Post Office has amounted, in reality, to bare assertions and denials that ignore what has actually occurred, at least so far as the witnesses called before me in the Horizon Issues trial are concerned. It amounts to the 21st century equivalent of maintaining that the earth is flat.” [the bold is my emphasis] 

As a consequence of this latest development in this long running saga, there has been considerable media attention on the Post Office and in particular on the management style adopted by Paula Vennells the former CEO who was in post from 2007 as the Network Director and then from 2012 until earlier this year as the CEO.

The Sunday Times yesterday featured in its main paper and in the business section major articles on the Horizon situation and in doing so focused their attentions on how the Post Office has dealt with this matter in recent years. The main article is headlined Post Office’s computer glitch destroyed shopkeepers’ lives“. 

The second article headed Curate behind the Post Office witch-hunt can be accessed via the following link: 

https://www.thetimes.co.uk/article/curate-behind-the-post-office-witch-hunt-6f8pdpprk?shareToken=21972ebb8f0cbba980a8fb2cb0d5f14c

Additionally, the Daily Mail has today run a feature article on page 8 entitled “Post Office boss who still won’t deliver an apology…” The link is as follows: 

https://www.mailonsunday.co.uk/news/article-7819763/Former-Post-Office-boss-wont-say-sorry-postmasters-wrongly-jailed-glitch.html

What is irrefutable is that Paula Vennells obstinately and consistently argued that the Horizon system was fit for purpose and as such all claims by Postmasters for justice were dismissed by the Post Office. This position was demonstrated at a 2015 BIS Select Committee where Paula Vennells gave evidence and robustly supported the Horizon system.

Also, the aggressive defence at all the court cases during 2018 and 2019 including the various appeals and the attempt to recuse the judge are predicated on the basis that the Post Office vigorously rejected the claimant’s arguments that Horizon was flawed. It is also true to say the Post Office has only admitted its failings after spending many millions of tax-payers’ money in unsuccessfully attempting to defend itself.

Branches will also be aware that earlier this month, an out of court settlement was reached between the Justice for SubPostmasters Alliance and the Post Office in regard to the Group Litigation brought by 557 Postmasters in relation to the flaws in the Horizon computer system. The total amount the Post Office has agreed to pay in compensation is £57.75m.

As reported in LTB 703/19 dated 11th December the Post Office gave an apology of sorts. However, this doesn’t go far enough after so many years of what can only be described as a travesty of justice against so many innocent Postmasters that were simply trying to serve their communities. The Post Office has also issued a further communication (attached) following its defeat in the second trial and their comments in this regard are underwhelming. Incredibly, the Chief Executive fails to acknowledge that the Judge’s decision went against the Post Office. 

The latest decision of the Judge quickly followed the out of court settlement which has understandably led to a significant amount of media coverage. This includes an interview on BBC news with the journalist Nick Wallis who has been following the case extensively including attending all court hearings:

https://twitter.com/rebeccajonesbbc/status/1206652545768161282?fbclid=IwAR3qfC8bcZrGw-6Y7hZ0CF0utVtNdJ29fGov-Fi5A3HIxwyJ0UHWzrB0ySw

In addition, below are links to several press & media articles on this matter.

https://www.bbc.co.uk/news/business-50806745

https://www.postofficetrial.com/

https://www.lawgazette.co.uk/news/post-office-attacked-and-disparaged-sub-postmasters-judge-finds/5102542.article

https://www.computerweekly.com/news/252475611/Subpostmasters-proved-right-on-IT-system-failures-as-calls-for-full-public-inquiry-mount

https://www.computerweekly.com/blog/Computer-Weekly-Editors-Blog/The-Horizon-scandal-is-over-but-the-fight-continues-an-inquiry-into-the-Post-Office-is-essential

https://www.theregister.co.uk/AMP/2019/12/18/post_office_trial_fujitsu_horizon_judgment/?fbclid=IwAR0fLeIAdXNq4tWey7G067OMiwt0SlHXcPmdByi2up5ZxyF-pGNqCS_jcyk

Criminal Cases Review Commission

Justice Fraser now considers this case to be closed and therefore the third and fourth trials scheduled for next year will not go ahead. However there are currently about 35 cases going through the Criminal Cases Review Commission – the CCRC has the power to refer the cases of prosecuted Postmasters back to the appeal courts. A Computer Weekly article specifically on the review by the CCRC can be accessed by using the following link:

https://www.computerweekly.com/news/252475773/Criminal-Courts-Review-Commission-to-review-Horizon-judgment-swiftly

Involvement of the Director of Public Prosecutions

In addition, Justice Fraser said “Based on the knowledge that I have gained, I have very grave concerns regarding veracity of evidence given by Fujitsu employees to other courts in previous proceedings about the known existence of bugs, errors and defects in the Horizon system”. As a consequence he will be supplying a dossier to the Director of Public Prosecutions for further investigation. Furthermore, a number of Postmasters were given permission to pursue the Post Office on charges of malicious prosecution. 

Call for a Public Inquiry / Parliamentary Scrutiny

Computer Weekly contacted BEIS for a comment on the government’s plans for those Postmasters who had been wronged. A BEIS Spokesperson responded as follows:

“We welcome the announcement that a resolution has been reached between the parties to settle this long-running litigation and the steps they have taken through the mediation talks.

“We stand by to support the organisation as it looks forward to moving ahead and shaping a modern and dynamic Post Office.”

Clearly this is not good enough and in view of the seriousness of this matter, the Union is now calling for a public inquiry into the whole Horizon debacle. In this regard, we will be writing to the Minister for Postal Affairs to outline our grave concerns in relation to the appalling treatment of Postmasters by Post Office management and will call for a comprehensive investigation in the form of a public inquiry.

This inquiry should also investigate the actions of the National Federation of SubPostmasters (NFSP) who have done absolutely nothing to support their members in relation to the outrageous treatment they have suffered due to the Horizon system which has proven to be not fit for purpose. Indeed, during a previous BIS Select Committee Inquiry in February 2015, George Thomson, former General Secretary of

the NFSP stated he believed the Horizon system was “fantastically robust”. Mr Thomson noted that “Systemically, it is very strong. However, there are one or two issues where money went missing and postmasters have felt that it had to be Horizon, while in a lot of cases it could have been errors or, in fact, members of staff misappropriating money”. 

The NFSP’s cosy relationship with the Post Office was highlighted in Judge Fraser’s ruling in the first trial – the “Common Issues” trail on 15th March 2019 when he stated: 

“It is obvious, in my judgment, that the NFSP is not remotely independent of the Post Office, nor does it appear to put its members’ interests above its own separate commercial interests.”

“The Post Office effectively controls the NFSP”.

Furthermore, in a statement following the latest ruling, the NFSP is seemingly trying to re-write history by repositioning themselves as follows:

“By implication of this verdict, PO has misled the NFSP for years about the reliability of the Horizon system.

As outlined by Justice Fraser, the NFSP raised concerns to PO about problems our members have experienced with the system; repeatedly we were told that the system was robust, and that user error is the primary cause of problems.

The fact that Justice Fraser considers the current version of Horizon to be robust is welcome news – this will be a relief to serving subpostmasters. However, government must also ensure that, going forwards, the status of Horizon is monitored and reported on transparently. It is vital that every subpostmaster should feel confident that the investment they have made in their post office business is not reliant on a flawed system. This will engender trust in the system and PO.

Above all, PO must change the way it deals with the subpostmaster network. The NFSP has long argued that subpostmasters must not be treated as ‘guilty until proven innocent’ in the case of a loss or shortfall. Unfortunately, there was an authoritarian culture within PO for many years – something which was, ultimately, the root cause of the GLO and the reason so many postmasters lives have been disrupted and adversely affected”.

Lord Arbuthnot, former MP for North East Hampshire, who previously led a cross-party parliamentary group of MPs looking in to this matter on behalf of their affected Postmaster constituents, has also now called for judge-led inquiry. Lord Arbuthnot stated:

“The subpostmasters have been vindicated in every respect. It is an excellent Christmas present, but won at great cost. The cost falls partly on the taxpayer but also heavily on the subpostmasters themselves, who will have their damages reduced by the amount the litigation funders will (justifiably) deduct.

“Now that these battles are being won, it is time to turn our attention to how it all came about and went so far. We need an inquiry and, since the Post Office has repeatedly given inaccurate information including to me, it needs to be led by a judge. It may be that the best person to conduct the inquiry would be the

judge who already has such extensive knowledge of the details, Sir Peter Fraser. He has done much of the work already.”

There is no doubt this appalling situation amounts to a national scandal. How can a government-owned organisation treat so many people so badly for so long? There are exceptionally serious questions to ask of the Post Office leadership and indeed government for that matter. Whilst the legal process may have come to a conclusion with the out of court settlement, this shouldn’t in any way detract from public scrutiny of what has gone wrong here. The Union will consequently be vigorously pursuing in the New Year, a Public Inquiry via all parliamentary avenues. The Post Office Board and its former Chief Executive have to be accountable for their actions and the outcry for justice is not going to go away.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

19LTB719 – Post Office – Horizon Trial – Judgement Finds in Favour of Claimants

Attachment to 19LTB719 – Group Litigation Update

 



CWU Young Workers Conference 2020 – Agenda Pad

CWU Young Workers Conference 2020 – Agenda Pad

Branches would wish to know that the agenda for the forthcoming CWU Young Workers Conference being held in Bristol on Tuesday 21st January 2020 has now been published on the website and can be accessed using the link below:

http://www.cwu.org/wp-content/uploads/2020/01/2020-Young-Workers-Conference-Agenda.pdf

Hard copies of the agenda will be available on the day for those delegates/observers that have registered for the event using the online registration system.

Credential cards for delegates/visitors and voting cards for this conference will be issued on the morning of the conference at registration.

Any enquiries regarding this LTB should be addressed to Angela Niven by telephoning 020 8971 7256 or by post to head office or by email to conferences@cwu.org

Yours sincerely,

 

A P Kearns
Senior Deputy General Secretary

20LTB018 – CWU Young Workers Conference 2020 – Agenda Pad

YOUNG WORKERS CONFERENCE AGENDA PAD 2020

RIVUS FLEET SOLUTIONS – GARAGE REVIEW

RIVUS FLEET SOLUTIONS – GARAGE REVIEW

Fleet Solutions separated from BT on the 30th September 2019, when it was part of the BT Group, having been acquired by Aurelius Group. It was subsequently rebranded as Rivus Fleet Solutions. They have since conducted a business review, analysing how the business operates in the new ‘standalone position’ including the actual costs and profitability of every garage.  The review included current overhead costs, volume of hours sold, capacity, location, design and layout of each garage and the current pipeline of new business they anticipate.

As a result of the review and having looked at the forward financial trajectory of the business they have advised the CWU that they believe 11 of these garages will continue to run at a financial loss, which is not sustainable now they are a standalone business. The 11 impacted garages make up 17% of the garage portfolio, but only 10% of total revenue.  Rivus Fleet Solutions have confirmed that they are now closing them, further stating that they are confident that the restructure is right for the business and is what they need to build a sustainable business for the future.

The impacted garages identified for closure are:

Aberdeen, Boston, Blackburn, Chessington, Colchester, Dagenham, Ealing, Haverfordwest, Hereford, Motherwell (Newhouse) and Walsall.

The proposed overall loss of posts upon closing the 11 garages will be 63. There are 55 Team Members and 8 Managers.

They have further confirmed that they will also be seeking a headcount reduction in Manchester and Cardiff, with the proposed overall loss of posts due to the headcount reduction being 10.

Closing garages: –

Garages with headcount reduction:

Rivus Fleet Solutions will now be entering into a period of consultation to discuss proposals that may result in some roles, which are contractually based in the above 13 garages, being made redundant.

The consultation process will commence from Monday 13th January, where initial briefings regarding the decision will be communicated across the impacted garages and wider Rivus Fleet Solutions garage network.

Rivus have confirmed that as the affected garages do not individually have 20 or more proposed dismissals they do not have a duty to collectively consult (the duty to consult applying where 20 or more dismissals are proposed “at one establishment” (section 188(1),TULRCA).  They have however confirmed their willingness to work with and share all relevant information in relation to the consultation process with the CWU.

The following will form the basis and detail for the consultation meetings for the closure garages.

  • the reason for the proposal
  • the number and description of employees proposed to dismiss
  • the total number of employees of that description employed at the establishment
  • proposed method of selecting employees who may be dismissed
  • proposed method of carrying out the dismissals, including the period over which the dismissals are to take effect
  • proposed method of calculating the amount of any redundancy payments
  • the number of agency workers working temporarily, the parts of the business in which they work and the type of work that they perform

Rivus have confirmed that they will fully consult with impacted employees about ways in which they can avoid redundancies, reduce the potential numbers affected and mitigate the consequences of any redundancy.

This will include: –

  • They will only recruit into business critical roles with all recruitment to be approved by the HR Director.
  • All vacancies will be shared with impacted employees on a weekly basis and those individuals will be guaranteed an interview or mapped into a role if they have the skill set and are the only impacted employee being considered for the position.
  • They have engaged with BT to see if there are any opportunities for significant reductions in any of the property lease arrangements.
  • Have instructed all managers to only approve variable spend if it is business critical.

Where whole establishments (individual garages) are being closed there will be no selection pools. However selection pools will take place in Cardiff where there are 4 employees affected and 2 potential redundancies and in Manchester where there are 22 employees affected and 6 potential redundancies.

There will be 1 selection pool in Cardiff consisting of Technicians in Charge and 2 selection pools in Manchester, 1 made up of Technicians and 1 made up of Technicians in Charge.  A voluntary redundancy programme will run initially and if insufficient volunteers gained then it has been proposed to run a compulsory redundancy programme.

The consultation process will last for at least 30 days.

In addition to the Rivus employees affected by the above there are also a number of Agency workers who will be put at risk. The garages in which they work and the type of work that they perform are as follows: –

Team Member Redundancy Payments:-                                                                                                                

A payment equivalent to your contractual notice period

3 weeks’ pay for each full year of the first 15 years of service plus

4 weeks’ pay for each full year of service after 15 years of service, subject to an overall cap of 2 years’ eligible salary and a minimum payment of 12 weeks

The definition of weekly pay will be annual eligible salary divided by 52.18. for these purposes ‘eligible salary’ means basic annual salary (capped at an earnings cap – £160,800 per annum for 2018/19) plus any pensionable allowances as defined in the pensions review agreement.

These payments include any statutory redundancy entitlements

For employees with any part time service the calculation will be based on pro rata service and full time equivalent pensionable salary.                                                               

The CWU will be working with Rivus Fleet Solutions during the consultation process to explore ways of reducing, avoiding or mitigating any redundancies.

We are extremely angry that our Fleet members have faced and continue to face such uncertainty, particularly as upon sale from BT Group it was determined as a profitable company.  Aurelius shared their optimism that they could transform the company into something substantial in the marketplace. Circa 950 loyal employees moved across to Rivus Fleet Solutions and with this swift and blunt decision, so very few months after the sale from BT will cause considerable stress and anguish to all our members and undoubtedly those placed at risk.

The CWU have stated to Rivus Fleet Solutions that we are vehemently opposed to any compulsory redundancies and that every effort should be made in order to avoid this situation. We will be seeking regular meeting with Rivas throughout this process and exploring every opportunity to remove the threat of compulsory redundancy.

The Rivus Fleet Solutions National Team will be seeking to attend affected Garages over the next couple of weeks and would ask that branches make contact with their members to offer support and guidance.

It will be our intention to consult with the branches via conference call during this process.

In order to fully update branches and report on progress made we are holding a Rivus Fleet Solutions Branch Forum commencing at 11am at CWU Head Office on 29th January.  Given the seriousness of the situation we would urge all branches to send a representative, especially those with members in affected garages.

We will continue to update branches and affected members accordingly.

Any queries should be addressed to Tracey Fussey tfussey@cwu.org

Yours sincerely

 

Tracey Fussey
NEC & TFSE Member 

On behalf: Allan Eldred, National Officer

LTB 017/20 – RIVUS FLEET SOLUTIONS – GARAGE REVIEW


Reminder – General Conference 2020 – Second Edition of the CWU Diversity Calendar

Reminder – General Conference 2020 – Second Edition of the CWU Diversity Calendar

Dear Colleagues

Further to LTB 713/19 – General Conference 2020 – Second Edition of the CWU Diversity Calendar issued on 18th December 2019, this is to remind Branches of the deadline to secure a sponsorship slot by Friday, 31st January 2020.

The LTB was issued to give Branches a special opportunity to again sponsor our CWU Diversity Calendar. This initiative was really well received last year and we expect a similar response this year.

Diversity Calendar Sponsorship

The Equality, Education & Development team are again producing the Diversity Calendar, which will focus on a number of special days in the union’s year and which celebrate our unity and our diversity.

Branches and regions are invited to support the production of this calendar through the opportunity to sponsor a month in the new calendar at the unchanged price of £75 per page. Participating Branches will be able to display their Branch logo, provide up to 50 words about their commitment to equality and their Branch contact details, which will be displayed on their page.  All enquiries should be directed to Fevzi Hussein in the Equality, Education & Development department (fhussein@cwu.org). The deadline to secure a sponsorship slot is Friday 31stJanuary 2020 and pages will be strictly awarded on a first-come, first-served basis.  If your Branch is interested please contact us as soon as possible, as we expect the twelve pages to be booked up fast. The calendar will be available at Conference.

If sponsors have a photograph you would like us to consider using please ensure it is appropriately themed and it should be a minimum of 1MB in memory size.

There are still a small number of sponsorship slots available.

It would be appreciated if all Regions/Branches can ensure that this LTB is brought to the attention of their Equality Leads, Women’s and BAME Officers.

Yours sincerely

 

Kate Hudson
Head of Equality, Education & Development

20LTB013 – Reminder – General Conference 2020 – Second Edition of the CWU Diversity Calendar



ELECTION OF CWU DELEGATES TO THE TUC EQUALITY CONFERENCES 2020

ELECTION OF CWU DELEGATES TO THE TUC EQUALITY CONFERENCES 2020

Please find attached the Regulations, Nomination Forms, and Candidate Consent and Biographical Details Form for the above conferences.  The details of which are as follows: 

 

TUC Womens Conference

Date:  4th – 6th March 2020

Venue: TUC Congress Centre, London

 

TUC Black Workers Conference

Date:  24th – 26th April 2020

Venue: TUC Congress Centre, London

 

TUC Disabled Workers Conference

Date:  21st – 22nd May 2020

Venue: BIC, Bournemouth

 

TUC LGBT Workers Conference

Date:  25th – 26th June 2020

Venue: TUC Congress Centre, London

 

The Timetable for the elections is as follows:

Nominations open:                              10 January 2020

Nominations close:                             24 January 2020 (14:00)

Dispatch ballot papers:                      28 January 2020

Ballot closes:                                         11 February 2020 (14:00)

 

Reminders:

  • All candidates for election to the TUC Womens Conference must be women.
  • All nominees require the nomination of their own Branch.

 

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

 

Tony Kearns

Senior Deputy General Secretary

20LTB012

Regulations TUC Equality Conferences 2020

Nomination Forms 2020

Candidates Consent & Biographical Details Form

CWU Young Workers Conference 

CWU Young Workers Conference 

The Young Workers Conference is taking place at the Marriott City Centre Hotel, 2 Lower Castle Street, Old Market, Bristol, BS1 3AD on Tuesday 21st January 2020.

The CWU have secured a number of bedrooms at the hotel at a rate of £138.00 per night bed and breakfast for Monday 20th January 2020.     At present we still have rooms available on a first come first serve basis.

If your delegates/observers require accommodation for the conference or you are unsure whether accommodation has been reserved for your delegate(s)/observer(s) please contact Lauren Townsend at CWU Headquarters by email to ltownsend@cwu.org who will be able to assist with your request.

If the delegates/observers fancy meeting up with the Young Workers Committee and other delegates on the evening of Monday 20th, please meet in the bar area of the hotel at 7.00pm.

Any enquiries regarding this LTB should be addressed to Angela Niven by email to conferences@cwu.org

Yours sincerely,

 

A P Kearns

Senior Deputy General Secretary

20LTB011 – Young Workers Conference



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