RM Fleet Maintenance – Territorial Reps Elections

Due to the introduction of the new Fleet maintenance areas and our IR alignment, together with the 2-year election cycle, we are seeking nominations for the election of territorial reps in these areas.
There are 5 territorial rep’s positions due to be filled covering workshops in the following areas:

Midlands & North of England
London & South East
Trailer Hubs
Scotland, North of England & Northern Ireland
South West South Wales

For ease of reference we have listed below the workshops covered by each area along with the corresponding CWU branches. All candidates must be supported by their own branch.AreaBranchesMidlands & North of EnglandAberystwyth, Bangor, Boston, Cambridge, Chester, Chesterfield, Corby, Grimsby, Darlington, Derby, Harrogate, Hull, Huntingdon, Leicester, Lincoln, Manchester, Northampton, Nottingham, Oswestry, Peterborough, Pwllheli, Rugby, Scarborough, Sheffield, Skipton, Stoke, Stourton, Worcester, Wellington, West Midlands,Wigan, York,Greater Manchester Amal, Merseyside & South West Lancs, Midlands MT, South Central MT, South Yorkshire, West YorkshireLondon & South East
Acton, Bury St Edmunds, Croydon, Chelmsford, Chichester, Dartford, East London, Gatwick, Gillingham, Guildford, Harlow, Hemel Hempstead Ipswich, Luton Milton Keynes, North London Norwich, Romford, St Albans, Southend, South West London, Thurrock, Uxbridge, Walton, Woodbridge,London RMT, Portsmouth Postal & District, South Central MT,Trailer Hubs
Coventry Hub, Crick, WarringtonGreater Manchester Amal, Merseyside & South West Lancs, Midlands MT, North West Central AmalScotland, NoE & Northern Ireland
Aberdeen, Ballymoney, Cambuslang, Carlisle, Cookstown, Craigavon, Darlington, Edinburgh, Elgin, Fraserburgh, Galashiels, Glasgow, Glenrothes, Inverclyde, Inverness, Kilmarnock, Lairg, Lerwick, Lochboisdale, Motherwell, Newtownabbey, Oban, Omagh, Perth, Portree, Preston, Stornoway, Stranraer, Tyneside, Wishaw,Greater Manchester Amal, NI Telecoms, Scotland MT, South Yorkshire, West YorkshireSouth West South Wales
Barnstaple, Basingstoke, Bodmin, Bridgewater, Bristol, Cardiff, Carmathen, Exeter, Gloucester, Newport (Gwent), Newport (IOW), Oxford, Plymouth, Poole, Redruth, Southampton, Swindon TrowbridgeBristol & District Amal, Bournemouth & Dorset, Cornwall Amal, East Cornwall, Gloucestershire Amal, Plymouth & Portsmouth Postal & District, South Central MT, South East No5, South East Wales, SW No7, Wessex South Central, Western Counties,

Nomination forms for all of these positions are attached to this LTB. All candidates must have the nomination of their own Branch and completed nomination forms must be signed by the Branch Secretary and Branch Chair (or accredited deputies) and the nominee.

The time table for the submission of nominations is as follows:

Nominations Open: – 30th November 2021
Nominations Close: – 14th December 2021 (14.00)

In the event that a ballot is required, these will be conducted in the New Year and a timetable will be notified in due course with all ballots being run in accordance with the CWU guidelines for Fleet Maintenance Territorial Representation which is attached for your information.

All enquiries regarding the content of this LTB should be addressed to the PTCS Department, quoting reference 220. Email address: khay@cwu.org

Carl Maden
Assistant Secretary

LTB 510/21

Att: Election Guidelines 2021

Att: Fleet Nomination Form

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FRAMEWORK AGREEMENT TO GUIDE DISCUSSIONS AT PROCESSING SITES WITHIN THE NWH CATCHMENT AREA ON THE OPERATIONAL DEPLOYMENT OF THE NORTH WEST PARCEL HUB

Branches will be aware that the North West Hub in Warrington is scheduled to move to operational deployment in May 2022. An update on the latest position was presented to the Postal Executive on the 6th October as a result of which the Executive endorsed a recommendation instructing the department to conclude discussions on next steps: 

As a matter of urgency negotiations progress to an agreement on the operational and peoples impact of the opening of the NW Hub.

Following the PE meeting on the 6th October 2021 an update was subsequently provided to Senior Field Officials in Liverpool on the 13th October 2021, during which a request was made for an update to Representatives at the sites within the NW Hub Catchment area. For the information of Branches the proposed catchment area is: 

 North West RDC 

 Yorkshire DC 

 Warrington Mail Centre 

 Preston Mail Centre 

 Manchester Mail Centre 

 Chester Mail Centre 

 Sheffield Mail Centre 

 Leeds Mail Centre 

 Tyneside Mail Centre 

 North West Midlands Mail Centre 

A joint event for Divisional and Area Representatives and SDL and Plant managers in Warrington, to review the proposal and the projected workload and peoples impacts of the opening of the NW Hub took place on the 21st October 2021. That event included a tour of the NW Hub. 

Since that time, the department has been in discussions with the business on a Framework document to guide local discussions on the migration of workload and the creation of a Peoples plan for each affected site, to ensure that the operational plans support the people’s process rather than dictate it.

These discussions have now concluded with an agreed Framework agreement which was endorsed by the Postal Executive on the 15th November 2021 and is attached for the information of Branches. 

The approach defined in the document builds on the tried and tested Mail Centre Catchment Area Joint Working Group (CAJWG) approach with local groups reviewing and agreeing transition arrangements in line with agreed aims and objectives, which include:

 To ensure the Mail Centre/RDC network and infrastructure is robust. 

 To ensure that the dispatch and arrival patterns to/from the NW Hub support workplan, whilst also providing the capacity for a greater and more dynamic range of products and services. 

 To ensure that there is a meaningful and collective process at both National and local level that creates the opportunity for genuine input and influence on any proposed changes and ensures that the views of representatives can be gained in order to inform any outcomes. 

 To take account of, manage, and wherever possible, minimise disruption and mitigate the impact on employees from any changes. 

 To ensure that a plan is in place to deal with temporary workload shock within the Mail Centre/RDC network and that stable, robust resourcing arrangements remain in place across the 7-day operation, providing attractive attendance patterns and earnings opportunities. 

In addition to the aims and objectives discussions will focus on the migration plans for workload within which the People’s plan and the retention of a stable resourcing plan at the Mail Centre/RDC remains the primary consideration. As such the CAJWG’s will provide recommendations to the National Processing Group (NPG) on:

 The best format to migrate the appropriate work to the NW Hubs, this will consider all impacts on the operation and resourcing at the site that the work is moving from. 

 A review of the proposed phasing arrangements to ensure that the movement of work allows the retention of robust resourcing at the site and meets the needs and timeline of the Peoples plan. 

 Any immediate resourcing issues that are identified and how these may be remedied in line with National agreements, including MTSF. 

 The maintenance and/or creation of attractive duty patterns and earning packages at the sites impacted. 

 Arrangements to address Inward Workload impacts. 

The document also addresses future National discussions on the impact on Inward Workload across the Mail Centre Network from the opening of the Hub. Distribution issues are also covered and it has been accepted that any changes will be accommodated within the 2022 Network Review or PAD Revision activity.

The usual paragraphs have been included referring discussions on Health & Safety and Engineering issues to the respective National leads have been included in the document and it has been agreed that where possible local comms will be jointly agreed.

Understandably the department has been receiving numerous enquiries around a framework for discussions and we believe that the document will be welcomed by our Representatives as it is imperative that Representatives are in a position to commence the necessary dialogues in line

with the agreed structure to ensure that robust plans are in place to deal with the workload transition ahead of the opening of the Hub.

It will be the intention of the department to launch the agreement and discussions have commenced with the business on the release of site specific data packs to inform initial discussions. The department is making arrangements for a further briefing for Representatives of sites in the Catchment Area.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference: 231.01.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 505/21 – Framework Agreement for NW Hub 23.11.21

Att: Framework Agreement NW Hub 22.11.21

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Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 12)

This LTB and attachment updates RMG CV-19 FAQs Version 10 issued on 7 October 2021 and Version 11 issued on 18 October 2021.

I attach for your information Version 12 of the Royal Mail Group, Managers’ Coronavirus/ Covid-19 Frequently Asked Questions and Answers Guidance document, issued by the business on 15 November 2021.

At the commencement of the Coronavirus/Covid-19 outbreak, Royal Mail Group established a ‘Business Pandemic Team’ which includes all national heads of department and this team meets regularly to review the situation across Royal Mail Group and to issue update Questions and Answers information communications to all managers, which is cascaded throughout the business.

The Coronavirus Guidance, Version 12 Q&A document has been shared with the Union’s Health, Safety & Environment Department and is hereby circulated for information and reference purposes for CWU Regions, Health and Safety Reps, Branch Reps, Divisional IR Reps and members.

Changes made since the previous version have been highlighted in yellow.

However, to update and remind Branches and Reps of important changes made in the recent versions the changes involve the following – which are all included in the attached latest updated version 12 which is attached for your information and reference:

Version 10:-

• Changes to Covid controls and easing of restrictions announced by the Northern Ireland Assembly (Page 2)
• Shared vans risk assessment and safe working instructions (Page 2)
• RMG/CWU Joint Statement on the removal of social distancing restrictions (Page 2)
• Process for re-introduction of Covid-Secure Controls (Page 2)
• Ending of Private Cars on Delivery (Page 3)
• Removal of social distancing controls (Page 3)

Version 11:-

• Delivery to and collection from Care Homes (Page 9)

Version 12:-

• Self-Isolation Rules (Page 4)

The Q&A documents are circulated to all RMG managers and are also available to access through a link on the Royal Mail Group ‘Intranet’, in the ‘Managers Update Messages’ section on the RMG Coronavirus portal.

Contents List: 

1. Shared Vans
2. Social Distancing
3. Face Coverings
4. Self-Isolation, Testing, Vulnerable Colleagues and Enforcement Visits
5. Cleaning, Facilities & CSP Cash Handling
6. Operations

Any enquiries regarding this LTB or feedback on the RMG Q&A document should be directed to Dave Joyce CWU National Health, Safety & Environment Officer. Issues received in connection with the attached which are appropriate to other CWU/HQ Departments will be passed on the appropriate National Officer.

Attachment:

• RMG Coronavirus Guidance Questions and Answers V12

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 509/21 – RMG – Latest Updated Coronavirus Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 12)

Att: Coronavirus Guidance Questions v12

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Election of: CWU Delegates to the TUC Equality Conferences – 2021

Further to LTB 470/21 dated 5^thNovember 2021, at the close of nominations on 23^rd November 2021 the following have been received: 

TUC WOMENS CONFERENCE 

Postal  

4 Lay MembersRachel DaleyBristol & District Amal*ELECTEDTina HolmesLeicestershire*ELECTEDKayleigh SpikingWestern Counties*ELECTED

Telecoms & Financial Services 

3 Lay MembersMel GorrieScotland No 1*ELECTEDBeverley KenyonBootle Financial Services*ELECTED

TUC BLACK WORKERS CONFERENCE 

Postal                                                                          

4 Lay Members (1 Woman)Adam AlarakhiaLeicestershire*ELECTEDBentley KnightWestern Counties*ELECTEDAbbas SharifBristol & District Amal*ELECTED

Telecoms & Financial Services

3 Lay Members (1 Woman)  Quincy RaymondTyne & Wear Clerical*ELECTED

TUC DISABLED WORKERS CONFERENCE 

Postal 

4 Lay Members (1 Woman)Esther RobertsonEastern No 4*ELECTEDTony SneddonScotland No 5*ELECTEDLee Starr ElliottBristol & District Amal*ELECTED

Telecoms & Financial Services

3 Lay Members (1 Woman)  Jacky MorreyMid Wales The Marches & North Staffs, North East, Scotland No 1* ELECTEDPeter SharrocksNorth East, Mid Wales The Marches & North Staffs, Scotland No 1* ELECTEDJoyce StevensonScotland No 1, Mid Wales  The Marches & North Staffs, North East* ELECTED

TUC LGBT CONFERENCE 

Postal

4 Lay Members (1 Woman) Natalie FrostSouth Midlands Postal* ELECTED

Telecoms & Financial Services

3 Lay Members (1 Woman)   No Nominations Received

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 508/21

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Scottish Hazards 21st Annual Health & Safety Conference – “Health and Safety in Scotland’s Hands”

This is to remind all Scottish CWU Health and Safety Reps that the Scottish Hazards 21st Annual Health and Safety Conference takes place on Wednesday 24 November 11am – 2pm. The event will once again be an on-line virtual event via Zoom.

The event brings together more than 100 trade union safety reps, occupational health and safety professionals and activists. The Scottish Hazards Annual Conference is one of the highlights of Scotland’s health and safety calendar.

There will be two sessions. In the first the Conference will hear from Shavanah Taj and Roz Foyer, General Secretaries of the Wales TUC and Scottish TUC respectively. This session will hopefully set the foundation for future cooperation between the STUC, Wales TUC and Scottish Hazards to campaign for changes.

The second session will provide delegates with an update on the work of Scottish Hazards during the past year as plans moving forward and breakout rooms will allow delegates the opportunity to inform this work. In this session the Conference will also hear from Jawad Qasrawi from Hazards Magazine, the UK’s best health and safety magazine by far and a must for trade union branches and their health and safety reps. Other speakers/breakouts are; Kathy Jenkins (Climate Change in the Workplace) Patrick McGuire (Scottish Government Covid Enquiry), Louise Adams (IWMD and Culpable Homicide), Ian Tasker and Scott McCabe (Health and Safety Enforcement and Fair Work).

You can find out more and how to subscribe to Hazards Magazine here:- https://www.hazards.org/subscribe/

You can book A Place at the Scottish Hazards Conference here: https://www.scottishhazards.org.uk/campaigning/conference/

Attachment:

Scottish Hazards Conference Flyer

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 507/21 – Scottish Hazards 21st Annual Health & Safety Conference – ‘Health and Safety in Scotland’s Hands

Att: Scottish Hazards Conference 2021 Flyer

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Joint Statement Between the CWU and Royal Mail Group – Average Pay on Annual Leave (Holiday Pay) in Royal Mail Group Joint Update on Interim Payment Arrangements and Christmas Peak 2021/22 and Ongoing Talks

Further to LTB 370/21 circulated to Branches and Representatives on 6^th September 2021, negotiations have continued with Royal Mail Group about the second and last interim payment and the impact of Period 9 (December 2021).  This is in advance of an agreed longer-term process for a system solution as outlined in the terms of the national agreement.

It was initially the aim of both parties to finalise a Joint Statement by 31^st October 2021, covering the second interim payment but this timeline was extended slightly, predominantly due to the volume of enquiries in respect of back pay. I am however now pleased to report that at a meeting on 10^thNovember 2021 the attached Joint Statement was concluded and then endorsed by the Postal Executive on 17^th November 2021.

Branches will see the similarity to the methodology, which was previously used for the back pay calculations encompassing Period 9. This has been replicated for the second and final interim payment. The Joint Statement also includes the exact broad monthly dates for the second interim period payment that will be made in May 2022 although the exact date is still to be confirmed. This payment will be subject to meeting the agreed regularity criteria in the national agreement but is not dependent upon those who still have a registered Employment Tribunal (ET) case withdrawing these claims, as is also the case with the first interim payment to be made on 26^thNovember 2021.

From the attached Joint Statement, Branches and Representatives will see that there are once again agreed conditions attached to the removal of Period 9, meaning that a failure to meet the regularity threshold due to the alternative pay arrangements during this period will not mean a disqualification from the regularity test.  Consequently, if a member qualifies in the remaining monthly periods (7, 8, 10, 11 and 12), any overtime hours paid as normal overtime rate and/or all part-time single rate overtime outside of agreed temporary contract variations are included in the calculation.

Back Pay – There have been two dates for back pay to date, on 8^thOctober and 12^th November 2021. A further date of 3^rdDecember 2021 has now been agreed with the business for those who have withdrawn registered ET claims but missed the first two dates. There is however a cut-off date of 23^rdNovember 2021 for this to be completed in order to be included in the regularity calculation for payments.

There has been a reduction in the number of people who still have to express their preference around a live ET claim but a third and final letter is being sent from Legal Services at the end of this month to members who still have to issue their instruction.  Those who return the correspondence and ask for their ET claims to be withdrawn will be included in the back pay calculation for a further payment date yet to be agreed in January 2022.  Members should note that if a case was originally progressed only as far as the ACAS stage then no correspondence will be received.  There are continuing discussions in terms of back pay around a number of related issues such as certain duty patterns, Government advice during Covid and paternity leave.  The impact of Jury Service has also been raised although this applies to the longer-term system solutions.

Previous ACAS Settlement Enquiries – There have been a limited number of questions around whether previous ACAS settlements have actually been received and it has now been agreed that any questions of this type will be sent to Royal Mail Group to forward to Weightman Solicitors for clarification.

LGV Drivers – Branches and Representatives will recall that the Joint Statement attached to LTB 370/21 and circulated on 6^thSeptember contained the following commitment:

“In terms of LGV Drivers who have an element of pre-scheduled overtime allocated into their duty time, which is treated as SA for holiday pay calculation, it is agreed that further national talks will be held to identify the additional ad-hoc overtime levels and how these hours will be captured for the regularity calculation and, subject to meeting the agreed regularity criteria, paid as back pay to LGV Grades”. 

There is therefore no truth to the narrative that LGV Drivers are not included in the national agreement. However, due to the historical complexities surrounding the overtime of LGV Drivers (being keyed into PSP, particularly in relation to the pre-scheduled hours), those LGV Drivers who perform work at that grade only, have not yet been assessed for back pay calculations. Royal Mail Group have issued the following advice to managers regarding keying into PSP:

 “Since 2014 all prescheduled overtime for LGV Professional Drivers (Class C, C&E) should be included in the calculations in relation to the Agenda for Growth Improved Holiday Pay agreement and paid when holiday is taken, including Bank/Public Holidays. Accordingly, for LGV drivers the recent overtime holiday pay agreement only covers Ad hoc overtime (including overtime performed at another level) which is not covered by LGV prescheduled overtime holiday pay arrangements. However, as pre-scheduled and ad hoc overtime has to date been indistinguishable on PSP, several actions are required to ensure payments can be correctly assessed…”. 

Therefore, whilst this will resolve the matter going forward, some of these anomalies may impact upon the terms of our national agreements and those are being dealt with departmentally at the present time.  The outcome of these talks will inform how back pay for LGV drivers is calculated.  There are also a significant number of cases where overtime is being performed through substitution in both the LGV grade and other functions that are still due to be assessed for back pay eligibility.

Long-term Systems Solutions – Going forward, the focus will be on concluding an agreed process around the longer-term system solutions for future payments from April 2022 onwards with further joint updates being shared as these talks progress together with joint clarification of the agreed arrangements from that point on.

An agreement on holiday pay of this magnitude was always going to result in points of clarification being raised but members who have hit the regularity threshold have started to receive money they had been denied for many years.  In closing, it is recognised that dealing with these issues has involved a lot of time and effort from those Branches and Representatives who continue to advise members on the details of the national agreement.  To all of them, I would like to express my thanks.

Further developments will be reported 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)

LTB 504/21 – Joint Statement Between the CWU and Royal Mail Group – Average Pay on Annual Leave (Holiday Pay) in Royal Mail G

Attachment to LTB 504/21 – Holiday Pay Joint Statement – Signed

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JOINT STATEMENT BETWEEN ROYAL MAIL AND THE CWU ON THE CREATION OF A DRIVER ACADEMY APPROACH TO PROFESSIONAL DRIVER TRAINING

Dear Colleagues

Further to previous updates and the continuous media attention, Branches will be all too aware of the current LGV/MGV Driver shortage affecting the whole of the UK Supply Chain. While Royal Mail tends to fare better than the rest of the industry in attracting Drivers the business is not immune to the effects of the current crisis.

In addition to the immediate problems, Royal Mail is also facing a potential time bomb due to the age demographic of the current MGV and LGV workforce, the average age in both categories now being in the mid-fifties age range. This has the potential to create serious resourcing challenges in the near future.

The department has been in discussions with Royal Mail throughout 2021 and Branches will recall that two LGV Driver Resourcing exercises have been agreed and launched since April 2021. This has created circa 670 Professional Driver roles through a mixture of internal progression and external recruitment. However, the balance in these exercises has been towards external candidates with only around a third of successful candidates being sourced internally.

To address this, the department has been in intensive discussions to launch a Driver Training Programme to reverse the trend and provide opportunities for CWU members across RMG to gain training for MGV and/or LGV Licences to enable progression to Professional Driver roles.

Due to the national crisis Government funding has become available to train candidates to LGV C&E standard as part of the Skills Bootcamp programme. To access this funding Royal Mail has engaged an accredited service provider, System Group. The involvement of System Group has resulted in the creation of bespoke training platforms for Royal Mail, which meet the requirement of the Government scheme.

From the perspective of the department the aim has been to ensure that the programme meets the terms of our National agreements and provides the maximum opportunity for internal

progression. Discussions have however now concluded in an agreed Joint Statement on a Driver Academy.

The Driver Academy will have four distinct training pathways which will be delivered by Systems Group and Royal Mail, Advanced Driver Coaches (ADC).

1. Fast Track

Building on the response to the Driver survey launched in August, Fast Track activity will accelerate Driver Certificate of Professional Competence (DCPC) training and upskilling to move candidates into Professional Driver roles. This process will also accommodate RM employees who attain their Licence externally. It will also seek to remove the internal cross functional barriers to progression.

2. Driver Career Path

Building on the success and experience of previous Driver Career Path activity, a 12-week programme has been developed for internal candidates who wish to progress to MGV or LGV Professional Driver Roles. The revised programme will align with the Government backed Skills Bootcamp initiative. This provides an expanded training offering including DCPC.

The programme will adhere to the processes and principles established in the 2017 Joint Statement on Driver Career Path Next Steps and Training Selection Principles. 

The Driver Career Path – Initiative will be considered the standard training programme for internal candidates going forward to meet future resourcing needs. The activity due to commence in the new year will deliver 500 training places to internal Royal Mail Group candidates over two phases, with the aspiration to have new MGV and LGV Professional Drivers in place to meet the demand of Peak 2022. 

The joint aspiration is that this ongoing program will enable the vast majority of future Driver vacancies to be filled internally as a result of the revised Career Path initiative.

3. LGV Apprenticeships

Building on the principles and processes defined in The Apprenticeship Approach section of the 2021 Joint Statement on Resourcing and Apprentices, activity has taken place with Systems Group to design an LGV Apprenticeship Scheme for Royal Mail. 

The LGV Apprenticeship Scheme will be open to external candidates over 21 years of age and with 1 to 2 years driving experience and will offer the opportunity to join Royal Mail and attain the Apprentice qualification, a C&E Licence, DCPC and be ready to progress to a Professional Driver role within 13 months.

The initial pilot activity will consist of a cohort of 20 places nationally. The geographical deployment of the places will be the subject of agreement nationally. The Apprenticeship will include modular learning, driver training and on the job training over the 13-month period. The attainment of the LGV C&E Licence will be scheduled in the early months of the course.

Given the skilled role the remuneration levels for the LGV Apprenticeship reflect the nature of the role and the attainment of the licence. Successful candidates will on-board on an Apprentice rate based on the OPG Adult Recruit rate but will progress to an enhanced Apprentice rate based on 75% of the LGV C&E pay rate when they attain the LGV Licence. Both rates will include the LGV SWW pay addition. On successful completion of the course candidates will progress to a Professional Driver Role.

4. Continuous Professional Development

Given that the Government funding is likely to be short term it has been agreed that urgent discussions are required to enhance the role of the ADC. This will involve the creation of a Training Working Group which will focus on activities to ensure that ADC’s can deliver the DCPC requirement and occupational training.

In addition, the business have agreed to development opportunities to upskill some ADC’s to Driving Instructor standard to facilitate internal solutions to Driver Licence training going forward

The Driver Academy programme will be subject to review by the National parties on a periodic basis. The first review will be scheduled to take place in June 2022.

The department believes that the Joint Statement on a Royal Mail Driver Academy is a significant development, which will deliver training for over 500 of our members within the first year and potentially start to address the significant Professional Driver resourcing challenges that the business faces.

Equally, we believe that the introduction of the Academy will be welcomed by our members many of whom would like to take the opportunity to progress to Professional Driver roles. Further communications will be released to inform Branches and members of the processes for applying for the Driver Academy opportunities, however Branches are asked to ensure that the contents of this LTB are brought to the attention of our members across Royal Mail Group.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference: 216.01.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 491/21 – Driver Academy 22.11.21

JS- Driver Academy 17.11.21

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TERMS OF REFERENCE BETWEEN ROYAL MAIL AND THE CWU COVERING THE DEPLOYMENT OF LARGE PARCEL AUTO DIVERT CONVEYORS IN PSC’S

Branches will be aware of the drive by Royal Mail to increase automation capability. In line with this desire, the business have informed the department that they wish to employ automation in the form of Large Parcel Auto Divert Conveyors in Parcel Sort Centres (PSC’s) for use during peak periods.

The department became aware that the business had already commenced installation and made representation that a Terms of Reference was required for the introduction of this equipment. Discussions have now taken place and a copy of the document that has been concluded, which has been endorsed by the Postal Executive, is attached for the information of Branches.

In summary the deployment of four auto-divert conveyors has been jointly agreed (Atherstone x1, Milton Keynes x1 and Northampton x2). Like existing Caljan/SICK technologies already deployed in RDCs, the auto-divert conveyors will measure dimension, weigh and scan (DWS) each parcel before diverting to “secondary” lanes. The parcels are then picked and sorted manually to a total 300 selections; comprising 252 Delivery Office and 48 Mail Centre selections. Each conveyor will require 16 operators including porters.

The conveyors are designed for Format 3 and Format 4 larger parcels, although they can also process larger Format 2 items. There is no OCR fitted so only products containing a delivery postcode in the barcode can be processed by the conveyor.

It has been confirmed that that the deployment of the auto divert technology at the PSC’s does not change the status or purpose of these facilities, which will continue to be to support the Mail Centre Network by handling additional/surplus volumes only. Workload should only be diverted to the PSC’s where it cannot be handled within the parent Mail Centre.

The department has also received written confirmation that it is planned that the PSC’s at Northampton and Milton Keynes will be closed following peak and mothballed until Peak 2022.

The normal safeguards in terms of IR, H&S and engineering involvement have been included in the document and the operation of the auto-divert conveyors will be jointly monitored locally to confirm safe and effective operation.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.orgquoting reference: 711.03 or Carl Maden, Assistant Secretary, PTCS department quoting ref 120 e-mail address khay@cwu.org. 

Yours sincerely

Davie Robertson
Assistant Secretary                 

Carl Maden
Assistant Secretary

LTB 502/21

Large Parcel Auto Divert Conveyors in PSCs 22.11.21

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Agreement between CWU & Parcelforce Worldwide – Peak Depot Driver Weekday Incentive Scheme 2021

The 2021 Parcelforce Peak and Christmas Remuneration Agreement, circulated to Branches in LTB 471/21 on the 8th November 2021, contained a further joint commitment to review potential additional weekday incentives in light of the anticipated challenges with regard to agency resource and hire vehicle availability. 

Given the anticipated and unprecedented problems, the business had indicated that they would be willing to repurpose funds budgeted for seasonal agency resource to try to maximise delivered volume within the internal fleet.

Extensive discussions have taken place in a Joint Working Group environment to look at options. In a business where traditionally C&D Drivers work a significant amount of additional hours, experience has shown that offering additional weekday overtime is not especially attractive. As such, the group has focused on creating a bonus payment system for delivering additional volume over and above the plan. Discussions have concluded with an agreed Joint Statement which has been endorsed by the Postal Executive.

A system has been jointly devised with assistance from our respective Industrial Engineers to place a value on additional deliveries performed based on the individual characteristics of the route, i.e. the value of an additional drop on a rural route will be greater than on an urban route due to drop density, the increased interdrop mileage and time. Routes will continue to be planned on the standard planning values and drivers will be expected to comply with the 1-hour ETA windows.

Based on a joint analysis of each route, a value of payment has been established. These payments will become available when the delivered volume meets the established gateway level. The gateway volumes have been devised through analysis of the Dynamic Live Report (DLR) data to establish productivity levels for every individual route across the depot network. They have been calculated to produce an average number of drops for the November and December peak weeks based on historic actual volumes to take into account the usual peak increase in delivered parcels and improved drop density rates.

The calculated gateway total of delivered stop figures will be shared with the CWU Unit Representative and Regional Organiser before the scheme is launched. Any disputed gateway figure(s) will be referred to the JWG to make a judgement.

Delivery of items above gateway will attract a route specific payment calculated based on its own Depot and route stop costs whilst allowing for the urban, suburban and rural nature of each route. This sets a level playing field for earnings potential regardless of route type.

The Scheme is open to all routes, bulk and reserve drivers covering a fixed route or postcode sectors.

The intention of the incentive scheme is to replace the need for ad-hoc overtime with the daily incentive payments where a driver delivers the set additional productivity levels agreed however where reserve drivers are unable to enter the scheme, ad-hoc overtime will still be available. Based on the joint analysis undertaken, it is considered that should our members choose to participate payments could produce earnings well above the Overtime rate.

Participation is entirely voluntary and drivers can choose to perform their normal workload without taking any additional items. PFW drivers will have the opportunity to commit in advance to participating in the incentive scheme during the peak period. Advance commitment is essential to support the Depots in planning their resource requirements on a weekly basis.

Drivers who do not participate at the start of peak can enter the scheme on any week during the peak period so long as they give the same advance commitment to continuing in it for the remainder of the period.

It is key however that the ETA performance does not suffer as a result of the scheme and a process has been included to ensure that where this happens a joint review takes place before any driver is excluded from the scheme. This includes an escalation process up to and including a National intervention.

The agreement also includes opportunity for Depot employees in other functions to participate, assuming that there is a requirement and that the business has vehicles available. Where they perform deliveries in addition to their normal duties, exceptionally they will attract payment at SA rate.

It is of course worth saying that this approach is entirely untested however in the view of the department it is an innovative approach to attempt to mitigate the resourcing challenges while offering significant additional earnings for our members.

The department requests that Branches bring the contents of this LTB to the attention of Parcelforce Depot members.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference: 106A.12.

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 500-21 – PFW Peak Depot Weekday Incentive Scheme 19.11.21

Agreement Peak Depot Driver Weekday Incentive Scheme 2021 19.11.21

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Postal Industrial Constituency Organising and Recruitment

Following the recent Virtual Special General Conference held between the 7^th and 9^th November 2021, Branches will be aware of the policy to increase our focus on recruitment and organising across the whole of the Union.  Our redesign structure has the two industrial pillars of the Union being responsible for maximising our potential in our core businesses and the central pillar focusing in particular on how we grow our membership and achieve recognition rights beyond our core businesses.  In respect of Postal and in full support of the overall Union objectives and in consultation with Ray Ellis, Recruitment & Organising National Officer, we have reviewed our previous efforts and designed a plan consistent with the whole of the Union policy of raising the profile and focus on this subject matter.

Against that backdrop, the Postal Executive have agreed the key criteria for taking our general policy forward in our core postal businesses.  This LTB summarises the plan developed in respect of Organising and Recruitment activity within the Postal Constituency going forward, which we believe will support the overall objective of increasing membership numbers across the Union.  Raising the profile of Organising and Recruitment in all of our structures and meetings be it Branch or IR etc. will be key to the successes of this initiative and now that the whole of the Union is united on this policy, we do expect everyone to respond positively to the approach detailed below.  We fully appreciate how busy all of our representatives on the Postal side are at the moment and assure you that this push is not in any way a criticism but rather the start of a mindset that ensures Organising & Recruitment has equal status and importance with everything else that we do.

The approach below is designed to help Branches ensure that the desired mindset becomes second nature, that everyone takes responsibility for it and it is not just left to a few.  Our structures on the Postal side afford us a huge advantage to other Unions, the right to have a Representative on every shift and in all workplaces is a great foundation to build from.  We have constantly refined the data we get from the business so that we know in advance when a new entrant is coming in, obviously the best time to recruit them, and Lynn Browne, Senior Postal Organiser in the DGS(P) Department stands ready to help in any way possible including attending Branch or IR Representatives meetings if invited.

The list below is not exhaustive and will always be subject to revisions as we welcome input from the Postal Branches and prioritise this issue on the Postal Executive agenda.

Key Principles and Approach:

With immediate effect the following steps must be adopted by Postal Branches/Divisional and Parcels Regional Committee Meetings and Engineering and Fleet Territorial Meetings:

• Postal Branches carry the overall responsibility for Organising and Recruitment in their area. Branches should therefore have a structured approach to recruitment which should not be left for one or two individuals to carry out alone.  In effect, every Branch Representative is a Recruitment Officer and should be expected to participate in any capacity they can;
• Recruitment should be a standard agenda item at Branch Committee meetings and given the highest priority. We will provide a standard Recruitment and Organising agenda, advice and information which committees can use to structure their recruitment activity;
• We will encourage Branches to provide regular reports to their Royal Mail Divisional Representatives and PFW Regional Organisers, Engineering and Fleet Territorial Representatives. The Department will engage our Senior Field Officials to ensure Recruitment and Organising is a regular agenda item at RM Divisional and PFW Regional Representatives, Engineering and Territorial Representatives Meetings.
• Postal Executive members, when attending RM Divisional and PFW Regional, Engineering and Fleet Territorial Meetings will be in a position to note and report back to the Senior Organiser on the progress being made, barriers being encountered and identify new ideas and initiatives that can be formulated into a best practice strategy document, which can then be circulated and added to the DGS(P) Department Portal, currently under development;
• Using these reports, we will subsequently be able to identify where there is a problem and where a Branch might require additional support from the Senior Organiser, RM Divisional or PFW Regional Representatives or Engineering and Fleet Territorial Representatives and/or a Postal Executive member;
• The Postal Executive will be supplied with a monthly update detailing the number of new joiners, new members, non-joiners and overall membership numbers;
• The Department will undertake a review to ensure that all recruitment literature is still fit for purpose. In addition, the Senior Organiser will look at producing videos and literature to target different groups of workers explaining the value of membership.  For example, women, young workers and diverse cultures and ethnicity;
• While focusing on recruitment, we also need to ensure that members’ information is correct and that members are on the appropriate membership rate. We will develop a format to encourage this detailed information in due course;
• If a Branch is identified as still encountering difficulties, the Department will contact them and offer direct support from the Senior Organiser/Postal Organiser. In addition, assistance from the RM Divisional/PFW Regional Representatives and/or the appropriate Postal Executive will also be provided.
• Branches will recall that, prior to the pandemic, the Department had made arrangements to hold an Organising and Recruitment Session with our Senior Field Officials in Liverpool, which was planned as a follow up to the successful event held in Birmingham on 24^th November 2016. The event was due to be an interactive one and would have been workshop based.  It is still the intention of the Department to hold a workshop sometime in early 2022.  However, in the intervening period, another workshop has been developed and can be delivered by Lynn Browne and Steve Brown, our Senior and Postal Organisers, to Branches on an individual or collective basis.

The Department are proactively encouraging Branches to engage with us and take part in this workshop which is available now. Branches who wish to participate in the workshop should contact Lynn Browne on lbrowne@cwu.org

The subjects covered in the workshop are listed below:

• One to One Recruitment;
• How to Map the Workplace;
• How to Set up a Workplace Committee;
• Communications;
• Handling Objections;
• Identifying Future Leaders

We are now in a growth and job creation scenario in the Postal pillar of our Union and the opportunity to grow membership and revenue for the Union must not be missed.

Using the ‘build it and they will come’ mindset, we also need to focus on the other factors that are important from an organising perspective such as succession planning, further development and function of workplace committees, supporting the next generation of industrial representatives and increasing the number of industrial representatives from underrepresented groups.

 ‘Every Representative and member is a Recruitment Officer and no day or moment should be wasted in increasing our membership’ are part of the Department’s intensified strategy going forward.

In closing I wish to restate that we genuinely appreciate and thank you for all of the work you are doing at this moment in time but it is essential to our future that this subject sits within our priority lists of activity.

Any enquiries in relation to the content of this LTB should be addressed to Lynn Browne, Senior Organiser Postal lbrowne@cwu.org

Yours sincerely,

Terry Pullinger

Deputy General Secretary (Postal)

Errata to LTB 488-21 Postal Industrial Constituency Organising and Recruitment

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