DGSP Terry Pullinger on reaching agreement over Resourcing and new apprenticeships
BREAKING NEWS: Agreement reached on Average Holiday Pay, Resourcing and the reintroduction of Postal Cadets.
BREAKING NEWS: Agreement reached on Average Holiday Pay, Resourcing and the reintroduction of Postal Cadets.
Please share this podcast with DGSP Terry Pullinger as far and wide as possible.
We will bring you more details updates on each agreement in the coming days and weeks.
CWUandProud
Royal Mail Airport/Air-Hubs Weatherproof/Stormproof/Jacket Stock Shortages (PPE) – Alternative Short-Term Temporary Replacements
Royal Mail Airport/Air-Hubs Weatherproof/Stormproof/Jacket Stock Shortages (PPE) – Alternative Short-Term Temporary Replacements:
Royal Mail has informed the Health, Safety & Environment Department that they and their suppliers are currently experiencing stock shortages of the current PPE ‘Yellow’ Airport/Air Hubs Weatherproof/Stormproof jackets. Delivery of the Royal Mail branded current standard jackets (the RYK3) are not now expected until the end of this month.
Currently a number of UK businesses involved in international trade are incurring customs and port authority delays, in the wake of ‘Brexit’ with the new customs system causing disruption to the flow of goods which are now subject to a greater degree of checks, entry declarations and paperwork presentation to relevant trade and port health bodies within a more complex and intricate set of rules. Some of Royal Mail’s international suppliers have not yet got to grips with this.
Taking account of the supply issues and the need to be PPE legally and regulatory compliant, Royal Mail has secured an ‘interim’ supply of very similar Industry Standard, ‘Yellow’ Weatherproof/Stormproof jackets for Royal Mail Airport/Air Hubs staff as a temporary ‘stop-gap’ replacement to meet current demand and outstanding orders of these protective Waterproof, Weatherproof, Stormproof jackets.
Suppliers ‘Dimensions’ have sourced these alternative off-the-shelf (OTS manufactured) jackets (see attached image) which are CE certified to Class 3.
The alternative jackets will allow Royal Mail to stock these in the warehouse by the end of the week and fulfil all back orders shortly thereafter.
These garments will come without Royal Mail branding.
Any Management Only enquiries can be directed to Sam Dixon National Uniform Manager: sam.dixon@royalmail.com Mobile: 07553 365925.
Royal Mail and ‘Dimensions’ the suppliers have assured us that every effort is being made to iron out the problems with international suppliers going forward.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
ROYAL MAIL: PATHWAY TO CHANGE AGREEMENT – DELIVERING THE SHORTER WORKING WEEK IN CORPORATE FUNCTIONS
ROYAL MAIL: PATHWAY TO CHANGE AGREEMENT – DELIVERING THE SHORTER WORKING WEEK IN CORPORATE FUNCTIONS
Branches are advised that following discussions with Corporate Functions management, we have reached agreement on the implementation of the Shorter Working Week which enables a reduction of one hour for 28 LA grades working in Corporate Functions from Monday 31st May. The following Joint Statement has been published:
JOINT STATEMENT – PATHWAY TO CHANGE (REDUCTION IN THE WORKING WEEK FOR CORPORATE FUNCTIONS ADMIN GRADES)
Dear Colleague,
Both Royal Mail and the Communications Workers Union acknowledge the superb way in which colleagues across admin teams have responded to the unprecedented challenges presented by the Covid-19 pandemic. The uninterrupted delivery of services is a testament to the professionalism and determination of everyone; and both parties wish to put this on record.
Moving forward, both parties recognise the criticality of the Pathways to Change Agreement to the future of Royal Mail Group and all our people. To this end, we are committed to ensuring the smooth implementation of the Shorter Working Week. We have agreed to make the changes necessary to enable a reduction of the working week by one hour for CWU represented colleagues across the following corporate teams:
- Legal
- Technology
- Compliance and Sustainability
- HR – IR Mediators
All administrative graded employees within the above teams will have their working week reduced by one hour, with the majority having the reduction evenly across five days for all full-time employees e.g. 5 x 12 minutes. We believe that this is both the simplest and most advantageous way of applying the reduction within these individual teams.
It is however important to emphasise that part time employees will benefit from a commensurate increase in their hourly pay rate.
Both parties have agreed to implement the changes on for all the areas listed above on 31 May 2021 and individuals will be engaged on the changes to ways of working in the next few weeks.
Kind regards,
Hannah Padfield Andy Furey
Head of HR CWU Assistant Secretary
Corporate Centre
We are pleased with the positive outcome to these negotiations. We have also recently made progress in respect of delivering the SWW in the various other Admin functions such as HR Strategy & Services although there are also some areas where more work needs to be done. It is hoped we will reach agreement on all Admin functions in the near future and further developments in this regard will be reported.
Any queries in relation to this LTB should be sent to Lea Sheridan lsheridan@cwu.org.
Yours sincerely
Andy Furey
Assistant Secretary
LTB 231/21 – Royal Mail – Pathway to Change Agreement – Delivering the SWW in Corporate Functions
ROYAL MAIL: PATHWAY TO CHANGE AGREEMENT: DELIVERING THE SHORTER WORKING WEEK IN HR STRATEGY & SERVICES (HRS&S)
ROYAL MAIL: PATHWAY TO CHANGE AGREEMENT: DELIVERING THE SHORTER WORKING WEEK IN HR STRATEGY & SERVICES (HRS&S)
Further to our interim Joint Statement published on 17th March(attached) I am pleased to advise Branches and our members in HRS&S that following a number of negotiating meetings with HRS&S management, an agreement has now been reached with regards to delivering the Shorter Working Week. The following JS which outlines our final position has been agreed today:
Both HRS&S and CWU recognise the criticality of the Pathway to Change Agreement to the future of Royal Mail Group and all our people; and acknowledge the key role that HRS&S have in delivering these changes for all CWU represented colleagues across the Company.
Constructive dialogue between both parties has continued in recent weeks; and our previous agreed position that the changes needed to deliver this reduction will be achieved through a mix of multi-skilling and productivity improvements remains unchanged.
Our agreement that the Shorter Working Week, will be implemented across HRS&S for all teams at the same time remains the cornerstone of our agreed way forward. Having reviewed the flight paths to implementation for each of the process areas across HRS&S, we can now confirm that we have agreed to implement the hour’s reduction with effect from Monday 27 September 2021.
Simon Haben Andy Furey
HR Director Strategy & Services CWU Assistant Secretary
In closing, this has been a constructive set of negotiations and I’m sure our members working in HRS&S will welcome the implementation of the hour off the working week in September.
Yours sincerely
Andy Furey
Assistant Secretary
LTB 230/21 – Royal Mail Pathway to Change Agreement – Delivering the Shorter Working Week in (HRS&S)
Attachment 1 – Shorter Working Week in HR Services Joint Statement March 2021 – FINAL
NATIONAL AGREEMENT BETWEEN ROYAL MAIL AND THE CWU COVERING THE REVIEW OF LETTERS MACHINES
NATIONAL AGREEMENT BETWEEN ROYAL MAIL AND THE CWU COVERING THE REVIEW OF LETTERS MACHINES
Branches and representatives are informed that for some considerable time the departments have been involved in discussions with Royal Mail in an attempt to conclude a clearly defined agreed process for machine moves.
During the Pathway to Change discussions it was agreed that a joint review would be undertaken in relation to the utilisation of Letters Machines, including CSS, iLSM, IMP and CFC machines in line with Section 14 Strategic Review of the Operational Pipeline.
The intention of the activity is to review the letter machine capacity based on the continuing underlying decline in addressed letter volumes and the introduction of the DtS product, discounting the immediate extreme impact of COVID-19. Both parties recognise the importance of optimising the letter machine estate to improve the efficiency of the letter operation and ensure sufficient capacity remains to process and deliver all letter products in line with current service level and quality standards, ensuring reductions in automation do not set operational parameters which exacerbate letter decline.
Therefore, cross-functional discussions have been taking place with the business in relation to an agreement for the review activity. An agreement has now been concluded and endorsed by the Postal Executive, a copy of which is attached for your information.
In summary the attached agreement creates a clear process for the review of the Letter Automation Estate, covering CSS, IMP, iLSM and CFC machines both at National level and on a Mail Centre Catchment Area (MCCA) basis. At National level, due to the cross functional impacts of the program, it has been agreed that a new National Automation Group will be created. This Group will have initial oversight of the plan, which will be reviewed on a 3 monthly basis. This plan will determine the phased activity in each MCCA.
In reviewing local proposals, all functions affected by the potential machine removal or change are fully represented at the negotiating table through the creation of Local Joint Working Groups (LJWG) and can influence and agree the outcome of any proposed change. The process ensures that Engineering issues and concerns are fully considered as part of the process.
Annex A to the agreement provides an agreed process for machine moves that ensures that full consultation takes place on a MCCA basis, which we hope will be of assistance to our representatives across all functions in dealing with machine removal proposals.
Any enquiries in relation to this LTB should be addressed to:
Processing: Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference: 715.17.
Deliveries/Collections: Mark Baulch, Assistant Secretary, email: njones@cwu.org quoting reference: 540.
Engineering: Carl Maden, Assistant Secretary (Acting), email: khay@cwu.org quoting reference: 420.
Yours sincerely
Davie Robertson
Assistant Secretary
Mark Baulch
Assistant Secretary
Carl Maden
Assistant Secretary (Acting)
Product Recall For ‘Black Gated’ Mk4 York Containers
Product Recall For ‘Black Gated’ Mk4 York Containers:
One of the Safety issues identified with the Mk4 York Containers was the failure of the ‘clear’ polycarbonate gates (see LTB No. 536/2020 dated 11 November 2020 and the associated RMG SHE Safety Flash).
The Mk4 York Containers in general are safe to use and those with damaged gates should be withdrawn for repair as normal.
However, since introduction, a problem with the ‘clear’ polycarbonate gates has been identified, as the gates are prone to cracking and splitting. To resolve this issue Royal Mail has been working with the Union and the manufacturer ‘K.Hartwall’ who proposed a solution which entails replacing the materials from which the gates are made with a revised material called ‘Curve’ which is a tough, malleable, polycarbonate weave type material, similar to carbon fibre. The weave construction is strong but flexible and less prone to cracking, splitting and breaking.
50 Mk4 York Containers were fitted with the new material gates as a trial and these have been in circulation within Royal Mail’s network for 18 months. Royal Mail and the manufacturer now wish to recall the 50 units for inspection and subject to the new type gates being in a satisfactory wear and tear condition and Royal Mail being satisfied with the performance of the gates, ‘K.Hartwall’, the manufacturer, will replace the gates on all 10,000 Mk4 Yorks at their expense, under warranty.
The Mk4 Yorks with the trial gates are easily identifiable as the gates are solid black in colour as opposed to the standard clear gates.
All CWU Reps are requested to assist with the recall by identifying where the Mk4’s concerned are located – in order to channel them back to Royal Mail’s Milton Keynes repair centre where the evaluation will take place at the end of June.
Your support and assistance would be much appreciated. The end result being an improved, safer and more efficient container type.
See attached poster for the attention of all offices and members.
This is an ‘Urgent Container Appeal’. If any of the ‘black gated’ Mk4 York Containers are located in any of your Branch area offices, they should be retained and reported immediately to: container.reporting@royalmail.com. The RM Containers Team will then assist in moving these Containers to the Milton Keynes Yorks Repair Centre for evaluation.
Any Management Enquiries only to Ian McDonald, National Containers & Asset Supply Chain Manager: 07436560875.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
LTB 228/21 – Product Recall For Black Gated Mk4 York Containers
Mk4 black gate poster – Recall
POST OFFICE: SERVICE & SUPPORT RESTRUCTURE AND PREFERENCING OUTCOME
POST OFFICE: SERVICE & SUPPORT RESTRUCTURE AND PREFERENCING OUTCOME
Branches are advised that the Post Office has been undergoing a restructuring of the Service & Support Optimisation Team which included regrading, reorganising and a reduction in headcount.
In LTB 155/21 we communicated that as part of the organisational change, we had reached an agreement with the Post Office to harmonise the Customer Advisor grade within the Service & Support Team in Chesterfield to Postal Officer. This gave many of our members a substantial uplift in pay.
On 3rd March 2021, Post Office and CWU formally began a collective consultation process which included a preference exercise asking members to indicate which Support Team they wished to work in or whether they were interested in taking voluntary redundancy. We are pleased to advise that 93% were able to get their first preference in terms of job allocation.
Audit Team members were also preferenced as to whether they wished to remain in the field or take an admin role in Service and Support. As this was a many to few situation, seniority and geography was taken into account when allocating roles (please refer to the Joint Statement dated 13th May attached to this LTB).
The exercise was complex but we were able to secure roles for all that wanted to remain working for the Post Office with the head count reduction achieved by voluntary redundancy in accordance with MTSF.
Please see below the associated Joint Statement explaining the outcome of the preference exercise.
JOINT STATEMENT POST OFFICE AND CWU
Consultation update
Further to the announcements on 3rd Marchregarding organisational changes to structures across the business, Post Office and CWU have been working collaboratively on the proposals throughout the consultation period. As a consequence, we are pleased to announce the headcount reduction has been achieved through voluntary means.
We have worked hard throughout the consultation process to meet the preferences of impacted colleagues as much as possible, which has been complex to achieve. Where we were unable to do this, we have been able to find suitable and acceptable alternatives.
Post Office and CWU would like to thank everyone for their cooperation and patience during this time. If you have any further questions, please contact your line manager or CWU Representative.
Lee Kelly Andy Furey
Employee Relations and Policy Director Assistant Secretary Postal
Finally, I would like to thank Lynn Simpson, Postal Executive member, for her assistance in these negotiations including the direct engagement with members impacted by the changes and for helping to deliver the positive outcome.
Yours sincerely
Andy Furey
Assistant Secretary
LTB 229/21 – Post Office – Service & Support Restructure and Preferencing Outcome
AGREEMENT BETWEEN ROYAL MAIL FLEET AND CWU ON THE CRITERIA FOR DECIDING TECHNICAL STAFFING LEVELS IN ROYAL MAIL FLEET WORKSHOPS
AGREEMENT BETWEEN ROYAL MAIL FLEET AND CWU ON THE CRITERIA FOR DECIDING TECHNICAL STAFFING LEVELS IN ROYAL MAIL FLEET WORKSHOPS
Further to LTB 040/21 issued on the 16th February 2021, the nationally agreed guidelines committed Royal Mail Fleet and the CWU to incorporate the shorter working week in line with the Pathway to Change Agreement.
The agreement requires a one hour reduction in the working week from 35.5 to 34.5 hours which is triggered by a revision and includes bringing back in-house elements of work currently being performed by external contractors.
During the negotiation it became clear the reason so much work was being contracted out was due to there being no method within Fleet for calculating workload and therefore the headcount numbers required. Our agreement ensures we resolve the issue of workload / headcount calculation and this will serve as a platform for revision activity across the garage network to incorporate the work we perform in house, the work brought in from external contractors and the shorter working week.
Royal Mail Fleet and the CWU will now jointly roll this out to all RM Fleet Territorial Reps and AFMMs via a joint training session scheduled to take place on the 9th June 2021following which, both parties will ensure full understanding of the calculations at local level for commencement of revision activity. Thereafter the process of revisions and receiving the benefits of the shorter working week will commence with immediate effect.
All enquiries regarding the content of this LTB should be addressed to the PTCS
Department, quoting reference 220 Email address: khay@cwu.org.
Yours sincerely
Carl Maden
Acting Assistant Secretary
PTCS Department
UK to Change Eligibility to Give Blood, Meaning More People From LGBT+ Communities Can Donate
UK to Change Eligibility to Give Blood, Meaning More People From LGBT+ Communities Can Donate
As reported in previous Letters to Branches, it is long established CWU Conference policy to support the promotion of organ and blood donation. Following which the Union has become a registered partner of the NHS Blood & Transplant (NHSBT) organisation, promoting donation, supporting annual organ and blood donation weeks and supporting campaigns for positive changes.
We previously reported in LTB 262/20 the good news around the law change regarding organ donation in England and Scotland, similar to the change previously made in Wales which means that all adults would hence forth be considered to have agreed to be an organ donor when they die unless they have ‘opted-out’ rather than the previous requirement to ‘opt-in’ to being a donor. This change is warmly welcomed by NHS Blood & Transplant (NHSBT) who said that the change will lead to more lives being saved through organ donation.
NHS Blood & Transplant (NHSBT) have contacted the Union and other supporters today to inform us that from 14 June all blood, plasma and platelet donors will be asked about recent sexual behaviours using the newly re-named Donation Safety Check form, currently known as the Donor Health Check. All donors regardless of gender will be asked the same sexual behaviour questions, meaning more people from LGBT+ communities will be eligible to donate, marking a historic move to make blood donation more inclusive without affecting safety.
NHSBT say that changes will mean that eligibility to donate will be based on a more individualised assessment rather than on a risk assigned to a group or population, and deferrals will be based on behaviours evidenced to be at a higher risk of sexual infection. The process of giving blood will not change. Donors will no longer be asked if they are a man who has had sex with another man. Instead, any individual who attends to give blood – regardless of gender – will be asked if they have had sex and, if so, about recent sexual behaviours.
The ‘Terrence Higgins Trust’ has strongly welcomed the change in a statement issued today, stating that “It’s great to see these changes to blood donation eligibility being brought in from June. THT have always been clear that the safety of the blood supply is the priority here. This change to a more individualised risk assessment is in line with the latest scientific evidence while also allowing as many people as possible to safely donate blood”.
(NOTE: Terrence Higgins Trust is a British charity that campaigns about and provides services relating to HIV and sexual health).
Whilst NHSBT have had to reduce the intensity of their public information campaign during the Covid-19 pandemic, they remain firmly committed to publicising the donation rule change. They inform us that they are in the process of planning the next phase of the campaign and publicity.
NHSBT have thanked supporters including the CWU and requested that supporting organisations including the CWU help in communicating the message to ensure as many people as possible are aware of the change and understand the vitally important need for life-saving organ and blood donation.
At the same time NHSBT seek to reassure people that it is still their choice whether or not to be a blood and/or organ donor. People’s faith, beliefs and culture will always continue to be respected by NHSBT and CWU.
To read further information on the 14 June changes visit: https://www.blood.co.uk/news-and-campaigns/news-and-statements/fair-steering-group/
To obtain further general information, go to the NHSBT Website at: www.nhsbt.nhs.uk
Information Telephone Line. Any member wishing to speak to somebody about their choices can call a dedicated line:0300 303 2094
Previous LTBs issued on Blood and Organ Donation: LTB 262/20, 561/19, 387/19, 358/19, 269/19, 178/19, 084/19, 475/18, 454/18, 503/17.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
CWU Eastern No5 Branch 