ROYAL MAIL: PATHWAY TO CHANGE AGREEMENT: DELIVERING THE SHORTER WORKING WEEK IN STAMPS & COLLECTIBLES

I am pleased to advise Branches and our members working in the Stamps & Collectibles unit in Tallents House, Edinburgh that following discussions with management, an agreement has been reached with regards to delivering the Shorter Working Week from Monday 26^th July.

The following Joint Statement outlines our agreed position:

Pathway to Change Agreement – Delivering the Shorter Working Week and Improving our Customer Offer

The Stamps & Collectibles team in Customer Experience and CWU are working together to develop mutual interest solutions and a new culture, which is at the core of the commitments contained in our National agreements, including the Key Principles Framework Agreement (Pathway to Change).

We’ll be reducing your working week by one hour and we expect this to be achieved through 12-minute alterations to duty start times. Work is already underway to implement this reduction by Monday 26th July. Part time employees will benefit from a commensurate increase in their hourly pay rate from the same date. Due to payroll cut off dates any changes in pay will be reflected in August salaries (backdated to 26th July). We expect HR PSP system changes to be live from mid-August for full time employees.

To enable the Shorter Working Week, recognising changing customer demand and the need for timely despatch of orders, we’ve agreed that following a joint review, a new set of attendance patterns will be deployed by Monday 20th September. This activity is important in delivering the broader Royal Mail plan of providing an improved service to customers.

Change of any kind takes time to fully discuss and agree, and we’re committed to driving transformation that benefits both the customer and you. We’ll enable your Reps, and the working group in Tallents House to propose and discuss new attendance pattern options. This could mean that some of the work you complete, or your hours of attendance may change in the future, please be assured that all decisions will be made together in a measured and pragmatic way. Changes in shift could unlock opportunities for alternative duty patterns and fewer attendance days across the week. As a business we must continue to change and adapt; and we believe this plan will strike a good balance between improving your Terms and Conditions and focussing on our customers’ changing needs.

Gerry will ensure updates you are kept informed as our discussions progress.

Thank you for your continued support and dedication helping deliver for our customers every day.

Susan Howlett                                                                  Andy Furey

CE Director                                                                       CWU Assistant Secretary

As Branches will note, as a consequence of reaching an agreement for delivering the hour off the working week, we have agreed that a duty revision in the Unit will take place with a planned introduction of Monday 20th September.  Our local Reps, working in tandem with a Joint Working Group will report back to Andy Hopping, Postal Executive member on a regular basis to ensure the revision will be delivered on time.  In this regard, it should be noted there is no headcount reduction proposed and the revision solely relates to attendance times, which management are keen to align to the enhanced customer service offer

Finally, I wish to extend my thanks to Andy Hopping for his support in helping to bring this matter to a positive conclusion.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 295/21 – Royal Mail – Pathway to Change Agreement – Delivering the SWW Week in Stamps and Collectibles

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POST OFFICE: THE FUTURE OF THE CROWN NETWORK – JOINT STATEMENT

The purpose of this LTB is to update branches on positive progress we have made in recent discussions with Post Office on the future of the Crown network and to publicise the attached Joint Statement that we have now agreed and which has been endorsed by the Postal Executive.

As branches will know there are currently 114 Crown offices, down from 373 in 2012, after successive closure and franchise programmes have been carried out by Post Office.  Over the past year, while our members working in Crown offices have provided a vital service as “key workers” in keeping the service running, we have been working with both the Government and Post Office to try to agree a fresh approach and a new strategy to try to secure the future of the network.  This has been particularly important as income across the network has sharply declined over this period.

Meetings have been held with Government Ministers and Post Office management, including the CEO Nick Read, and we have put forward a number of new proposals for improving the financial position of Crown offices that we want to work on.  We have also been in discussion with local and devolved governments about opportunities for providing new services and new ways they can support local branches.

As a result of this work, we have agreed a Joint Statement which sets out a commitment from Post Office to a period of talks over the next six months until the end of this year, to:

• jointly explore alternatives to franchising including new ways of growing revenues and reducing costs
• and exploring the possibility for entirely new operating models that can continue to provide job security for our members.

To facilitate this dialogue, Post Office has committed to a fresh moratorium on further closures/franchising, which will run until at least 31^st December 2021.

Alongside this, we have agreed to a limited VR exercise under MTSF, for a maximum of 120 Crown office staff, to immediately improve the financial position of the network, which has unfortunately seen a fall of more than 25% in income over the past year compared to pre-pandemic levels.  Further detailed communications on this exercise will be provided to members working in Crown offices via Andy Furey, Assistant Secretary.

While the Joint Statement is a commitment to talks and there is a lot of work we still need to undertake to try to reach a long-term agreement, we believe this is a significant and positive development given that Post Office has unilaterally pursued a closure and franchise programme without meaningfully engaging with the union for a number of years.  The Joint Statement represents a clear shift in this position and it provides a period of stability for our members and an important opportunity for us to make the case for an alternative approach.  We will need to shift our focus and attention to build on this and we will shortly be undertaking work with our Regional Secretaries to pursue opportunities with local and devolved Governments.

Further developments and progress on talks will be reported in due course. Any queries on industrial issues related to this LTB should be directed to the C&CH department at lsheridan@cwu.org and any queries on the union’s political engagement on this should be directed to the General Secretary’s office at jdunn@cwu.org.

Yours sincerely

Dave Ward                         
General Secretary         

Terry Pullinger
Deputy General Secretary (P)

Andy Furey
Assistant Secretary

LTB 286/21 – Post Office – The Future of the Crown Network – Joint Statement

Attachment: Joint Statement

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Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group – Branch Ballot Result and Next Steps

Further to LTB 243/21 circulated on 15^th June 2021, Branches and Representatives will be aware that the Branch ballot for the proposed Agreement for Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group closed at 12:00 hours today.  The results are as follows:

Ballot papers issued                                         100

Ballot papers returned                                      76

Total possible votes                                          111, 806

In favour of the proposed agreement:               98,653 votes

Against the proposed agreement:                     3,798 votes

The Postal Executive recommendation has therefore been agreed and the proposed Agreement has been accepted.  The business will be informed accordingly.

Further to the Reps Brief that was circulated to Representatives and Branches on 22^nd June 2021 and the Frequently Asked Questions document communicated on 25^thJune 2021 that both listed the broad monthly dates for the first interim qualifying period, it has now been confirmed that the dates in the second qualifying period for the interim payment calculations are:

27^th September 2021 to 31^st October (Period 7)

1^st November to 28^th November (Period 8)

29^th November to 26^th December (Period 9)

27^th December to 30^th January (Period 10)

31^st January 2021 to 27^th February 2022 (Period 11)

28^th February to 27^th March 2022 (Period 12)

Additionally, Branches will be aware of the issue that was raised in relation to pre-scheduled overtime hours being paid at scheduled attendance rate throughout the peak Christmas period.  This topic has proven to be extremely complex and national talks have continued in order to seek an agreed resolution for how those hours are factored into the qualification process of the back pay calculation and the qualifying periods going forward.

Despite some progress being made, there is still no agreement regarding this matter and further updates will be provided to Branches in relation to this aspect as soon as possible.

In terms of those members who have a holiday pay claim registered at the Employment Tribunal, the Department are in discussions with Tony Rupa and Legal Services to confirm the process for sending an individual letter containing a ‘Confirmation of Instruction’ form as well as the details for the reply to be sent. This letter will initially be sent to those within England and Wales with registered claims, followed by members in Scotland and Northern Ireland and any payment of arrears of holiday pay (back pay) under the national agreement are conditional upon the member withdrawing their Employment Tribunal. As advised in LTB 245/21 issued on 17^thJune 2021, the Union will not provide legal support and assistance to the remainder.

I closing I would again like to thank all Branches and Representatives for the work they have completed to ensure that an acceptable national agreement has been concluded as well as those members who have pursued individual claims.  I would also like to thank Branches for taking part in the democratic process to ensure the agreement has been endorsed.

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)

LTB 294/21 – Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group Branch Ballot Result and next steps

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CWU Submission to Ofcom Review of Postal Regulation – Call for Inputs

The CWU has made the attached submission to Ofcom on its Review of Postal Regulation – Call for inputs. 

In March this year Ofcom launched an extensive review of postal regulation to ensure that it keeps pace with market changes and remains fit for purpose.  The review will continue for approximately one year, and will determine Ofcom’s overall approach to postal regulation for the five years from 2022 to 2027.  The Call for inputs represents the first phase of this process and there are no policy proposals from Ofcom at this stage. 

The CWU’s submission emphasises the importance of securing the universal postal service through growth and innovation rather than cost cutting.  It calls for adjustments to postal regulation to meet the evolving needs of postal users, including an extension of parcel delivery to six days under the universal service obligation (USO). 

The submission also underlines the CWU’s concerns about labour market exploitation and environmental standards in the postal market, and the need for regulation to support better corporate social responsibility across the sector.  We argue that Royal Mail’s commitments to invest in decent labour and environmental standards must not be treated as cost inefficient in comparison with low cost postal competitors.  We urge Ofcom to take a lead in addressing these issues, and to push for more powers and duties in this area if necessary.

The CWU’s submission has been drawn up in close collaboration with the General Secretary’s Department and the Postal Department, and was endorsed by the NEC in June.  In preparing the document, the CWU held meetings with Royal Mail to explore the potential impact of regulation on the business and to identify areas of common interest. 

It is welcome that the CWU and Royal Mail are aligned in many of our priorities for postal regulation, especially around the need for regulation to support the universal postal service and to fully recognise the efficiency improvements that Royal Mail has delivered with the cooperation of its workforce.  Royal Mail has also called on Ofcom to address social and environmental issues in the postal sector.  It is also helpful that the Post Office has contributed to the review and is aligned with the CWU on some key issues, in particular the importance of safeguarding the universal service.

Ofcom will consider the responses to its ‘Call for inputs’ before publishing a full consultation on the future regulation of postal services later this year.  The CWU will also engage with this next stage of the process and will keep Branches updated accordingly.  The review will then conclude in 2022. 

The CWU’s submission has been published on Ofcom’s website alongside other responses to this consultation, including those from Royal Mail and the Post Office, at the following link:

https://www.ofcom.org.uk/consultations-and-statements/category-1/postal-regulation-review

Any enquiries in relation to the content of this LTB should be addressed to the Head of Research (email: btaylor@cwu.org).

Yours sincerely

Bill Taylor

Head of Research

Bill Taylor

LTB 293/21 – CWU submission to Ofcom Review of Postal Regulation – CFI

Attachment – CWU Response to Ofcom Royal Mail Regulatory Review CFI 20 May 2021

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Pathway to Change – Dispute Resolution Procedure and Amended Achieving Agreement Form

Further to LTB 199/21 circulated on 13^th May 2021, this correspondence is to advise Branches and Representatives that there has been a further amendment agreed with Royal Mail to the introductory section of the Achieving Agreement Form.

Branches will see from the attached that an additional bullet point as a key message has been added under Reaching Local Agreement Principles.  This relates to identifying whether a national agreement(s) is relevant to the disagreement and then making reference to the relevant part(s).

This point had initially been identified as part of the joint review work and recommendations that were originally completed as part of the joint commitment under Section Six of the Four Pillars Agreement but had been reviewed again following the endorsement of the Pathway to Change Agreement.  Due to the timing of the review, it was not possible to include this additional point in the previous Achieving Agreement Form.

The business are also communicating this further change through their channels and confirming to their managers that the attached Achieving Agreement Form will now be the version in use.

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)

LTB 292/21 – Pathway to Change – Dispute Resolution Procedure and Amended Achieving Agreement Form

Attachment to LTB 292-21 Achieving Local Agreement Template July 21v2

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On the BBC’s Decision to End the Free TV Licence Fee ‘Grace Period’ for Over 75s.


The National Pensioners’ Convention is concerned to learn that the BBC will end its ‘licence fee grace period’ for over-75s on 31 July with 260,000 pensioners still yet to pay.

The right to a free TV licence for that age group ended last August for all, except those in receipt of the Pension Credit benefit. We understand that the BBC will issue letters urging those still to pay to do so as soon as possible – and that there will be “customer care visits” to pensioners’ homes this autumn.

The NPC has always believed that the free TV licence for over 75s is a government responsibility – an entitlement to compensate for the low state pension – and that Prime Minister Boris Johnson should take back its administration. 

Commenting on the BBC announcement of the end of the grace period, Jan Shortt, NPC General Secretary said:

“We are disappointed to hear that at the end of July the BBC have decided to end the period of grace for those over 75s who still need to pay their TV licence fee.

“This was always somewhat inevitable given the government’s inability to engage with organisations like the NPC to ensure that the responsibility for the funding of the free TV licence goes back to where it belongs – with them. 

“Social welfare is not the prerogative of the BBC – it is the absolute, unequivocal duty of the government to maintain universal pensioner entitlements like the TV licence, the bus pass and winter fuel allowance. 

“The NPC is worried that among those still to pay their licence fee, will be frail and vulnerable people who simply cannot afford it, or who don’t know or understand how to pay – especially with many still frightened to go out, even after their Covid-19 vaccinations. It is concerning that this age group of people could find themselves being put through the stressful court process. 

“‘Customer care’ visits must be undertaken with extreme care and understanding. We urge the government to step in and stop all of this from happening. 

“With pensioner poverty increasing, the NPC has always been concerned that those who are just above the Pension Credit threshold will potentially fall into poverty. Already, these are the individuals making daily choices about the priorities on which they spend their money. Having to find money for a TV licence is just one more call on their limited resources. 

“Pensioner poverty will not be resolved by Pension Credit alone. The NPC campaigns for a decent state pension for all set at 70% of the National Living Wage and uprated by the triple lock on an annual basis. This is affordable in a society that is still one of the wealthiest countries in the economically developed world.”

NPC Statement on end of Covid-19 Restrictions.

PM says we will see more deaths
NPC asks ‘have we not had too many already?’

Many older and vulnerable people will be afraid to go out after July 19th ‘free-for-all’
The UK’s biggest campaigning organisation for older people is concerned that the easing of Covid-19 restrictions on July 19th could make many fearful about going out again.
The National Pensioners’ Convention says while we all long for a return to normality, the new Health Secretary Sajid Javid’s statement that we could have up to 100,000 new cases of Coronavirus per day by summer is frightening.
The NPC also fears the 50 deaths a day being projected by many health experts due to the ending of restrictions, are once again likely to be among our oldest and most vulnerable.
Jan Shortt, General Secretary of the NPC commented: “The Prime Minister has already said that infections will rise, and that we will see more deaths – have we not had too many already?
“We urge the government to give clear guidance on keeping safe, including the wearing of masks in public places and on public transport for the good of everyone.”
She added: “Many older people are concerned and worried about the message from the government on ending lockdown. The ‘free-for-all’ depicted in the information from government sources is making older people (and potentially others in society) anxious about going out into crowds and being targeted because they are either wearing a mask or not.
“Those of us who are happy with the new freedoms must respect people who have good reasons to want to be part of society again but feel the need to still take precautions. Their fears should be understood and respected.’
Jan added: “It seems this government cannot be clear on any question of safety for the population with the expectation that everyone will take responsibility for themselves.
There are many areas of concern for the NPC, none more so than the safety of those older people who may need to travel on buses or trains, venture into crowded shops and walk down crowded streets.
“The fact that second vaccinations are rising is only one part of keeping the infections at bay. Other protections, like wearing a face mask, washing your hands and respecting a bit of social distancing are still needed.”

ELECTION OF NATIONAL REPRESENTATIVE POSITIONS – 2021

• CWU Retired Members Committee

Further to LTB 241/21 dated 14^th June 2021, please see below results of the ballots that closed today.

2 Retired members living in Scotland to be elected Hugh BellGlasgow & District Amal53,852Willie MarshallScotland No 263,033*ElectedJames StewartGlasgow & District Amal65,413*Elected

Please find attached a branch analysis of the ballot results.

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

21LTB291

Ballot Returns

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Outstanding Uniform Terms of Reference Trial/Pilot Covering: Panther Discovery Female Fit (Sizes 2-7) and Vegan Trainer Footwear Panther Stormflex (formerly Vulcano) Boot Revised Stormproof Jacket

Branches may recall that over the past 18^th months or so there have been two further trials and one pilot concerning new and replacement uniform footwear and a revised Stormproof Jacket, which started in advance of the wider trial on the new full uniform range.

Whilst it can now be finally reported that all of these separate and outstanding trials and pilot have been concluded, it needs to be noted that the initial Terms of Reference timescales have overrun by quite some time.  This has been mainly due to delays on the part of the uniform manufacturers and their internal supply chain problems which are linked to the initial impact of the Covid-19 pandemic.

With these outstanding trials and pilot now completed, Branches can be advised of the following developments against these three new uniform items. For ease of reference, the trials and pilot activities have been listed separately below:

National Terms of Reference – Uniform Trial Panther Discovery Female Fit (Sizes 2-7) and Vegan Trainer.

LTB 314/19, dated the 24^th of May 2019 set out an agreed Terms of Reference covering a trial of the Panther Discovery Trainer which is made without any animal ingredients or by-products and sizes 2-7 are based on a female fit (and re-titled the Panther Emiliana Trainer).

As outlined above and due to initial supply chain issues, the actual trial was delayed by a number of months but finally commenced in September. The trial itself saw up to 1K of the trainers being issued (500 in sizes 2-7 and 500 sizes 8-13). The trial review and feedback confirmed a widespread positive response on the new footwear, in particular, as it is based on a female fit. Equally, feedback was very positive and supportive on the first Royal Mail vegan footwear option.

As such, it can now be confirmed that both the Panther Emiliana Trainer (female fit sizes 2-7) and Panther Discovery Trainer (size 8-13) will now be added to the Royal Mail non-safety footwear range.

National Terms of Reference – Uniform Pilot Footwear Panther Stormflex Boot (Formerly the Panther Vulcano Boot).  

LTB 420/20, dated the 12^th of August 2020 set out the pilot of the Panther Stormflex Boot (formerly titled the Vulcano Boot) designed to replace the Magnum Boot.

The Magnum Boot had been part of the footwear range for some 15 years and it was clear that it had fallen behind many other boot options available ‘in the wider marketplace’, in relation to its weight, flexibility and comfort. Equally, it was also noticeable that employee requests for the boot had been in decline over the past few years.

As such, a pilot was agreed on a possible replacement boot called the Panther Stormproof Boot which is based on the same sole and general design of the Panther safety Vieste Boot. Whilst the pilot was due to commence in September, again there were delays experienced on the part of the manufacturer’s supply chain.

In total some 1k of the boots were involved in the pilot and whilst feedback levels were slightly lower than hoped, it nonetheless confirmed a widespread positive response on the replacement boot.

As such, it can now be confirmed that the Panther Stormflex Boot will now be added to the Royal Mail non-safety footwear range as a direct replacement of the Magnum Boot.

National Terms of Reference – Uniform ‘Mini Proof of Concept Trial on a Revised Stormproof Jacket.

LTB 433/20, dated the 28^th of August 2020 set out the Terms of Reference of a ‘Mini’ Proof of Concept Trial on a Revised Stormproof Jacket.

The Terms of Reference itself was designed to seek some initial feedback on the revised Stormproof Jacket design in advance of the wider new uniform trials. Whilst the ‘mini’ trial was small scale, it nonetheless helped to inform some minor design adjustments which were made in advance of the Jacket being subject to the wider new uniform trial.

Noting the slight design changes which resulted in the ‘mini’ proof of concept trial, the feedback received was extremely high and very positive. This constructive and positive feedback on the revised jacket was also reflected in the wider new uniform trials.

Due to this high level of positive feedback and the need for Royal Mail to place a re-order of Stormproof Jackets this year, the decision was taken following further discussions (with the Union) by Royal Mail to move forward the switchover of the revisited Stormproof Jacket before the actual timelines for the national rollout of the new uniform in 2022.

As such, the revisited Stormproof Jacket will now be available in line with the current and normal uniform order process but noting that there remains some limited stock of the current version.

The conclusion of these outstanding two trials and pilot will hopefully be welcomed by Branches as it seeks to further improve footwear provisions and options for members (noting the Panther Discovery Emiliana Trainer are based on a female fit sizes 2-7) and will see a revised and improved Stormproof Jacket which will be available in advance of the wider national rollout of the new uniform range.

Any queries to the content of the above please contact the Outdoor Department reference 500, email address: njones@cwu.org

Yours sincerely,

Mark Baulch                                                                                       

CWU Assistant Secretary

LTB 290-21 Outstanding Uniform Terms of Reference

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ELECTION OF NATIONAL DELEGATIONS 2021

• Labour Party Conference

Further to LTB 250/21, dated 11^th June 2021, please see below ballot results for the National Delegations which closed on the 7^th July 2021.

LABOUR PARTY – Postal Constituency

Lay Members  (4  Members to be elected)Paul BraithwaiteNorth Lancs & Cumbria41,332*ElectedJohn CarsonGlasgow & District Amal27,086 Huw DaviesLondon Phoenix52,009*ElectedHugh GaffneyGlasgow & District Amal62,498*ElectedKeith HamiltonSouth Central Postal40,466 Alan TateLondon Regional MT64,161*Elected

LABOUR PARTY – TFS Constituency

Lay Members  (3  Members to be elected)Graham ColkSouth Wales27,256*ElectedBrian KennyMersey29,384*ElectedRyan O’GormanNorth Wales & Chester Combined3,498 Steve PhillipsCentral Counties & Thames Valley7,942 David RayTyne & Wear Clerical18,996*Elected

Please find attached a branch analysis of the ballot results.

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

LTB 289/21

Ballot Returns – Labour Party

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