TO: ALL BRANCHES WITH RMPFS ENGINEERING OR ADMIN GRADE MEMBERS

Dear Colleagues,

RMPFS Engineering and Admin Grades CWU Officials Elections

Following the positive branch ballot result for the RMPFS IR Framework Agreement we are seeking nominations for the positions below. The term of office for all these positions is a period of 2 years in line with the CWU Recognition & Industrial Framework Agreement 2021.A nomination form for all positions is attached to this LTB and are available on request from the Senior Deputy General Secretary’s Department. All Candidates must have the nomination of their own branch which must be agreed at a branch meeting. Completed nomination forms must be signed by the Branch Secretary and Branch Chair (or accredited deputies) and the nominee. The Form should then be returned to Tony Kearns, Senior Deputy General Secretary, on the following email elections@cwu.org by 29th November 2021

NATIONAL REPRESENTATIVES – NORTH AND SOUTH

REGIONAL REPRESENTATIVES:SPCScotland721, 811, 812, 891Northern Ireland818, 728, 898North East721, 722, 813, 814, 891, 892North West721, 722, 810, 856, 891, 892, 898Midlands723, 724, 856, 875, 886, 893, 894East Anglia724, 725, 813, 876, 894, 895South West & Wales723, 726, 852, 854, 863, 893, 896Thames Valley, London & South East725, 726, 727, 862, 863, 880, 884, 892, 895, 896, 897

WORKPLACE REPRESENTATIVE – LEEDS ADMIN CENTRE

The timetable for the nominations is as follows:

Nominations open: Thursday 11th November 2021
Nominations close: Monday 29th November 2021

Any ballots will be run in accordance with the CWU guidelines for Regional Engineering/Admin Representatives, which are attached for your information. In the event that a ballot is required a timetable will be notified to branches in due course.

Any enquiries regarding this LTB should be addressed to the PTS Department quoting Ref 320 at e-mail address: khay@cwu.org

Yours sincerely
Carl Maden
Assistant Secretary

LTB 478/21

Election Guidelines 2021

National Representative Nom Form

Regional Representative Nom Form

Leeds Admin Centre Nom Form

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Greener Jobs Alliance (GJA) Newsletter No. 35 – November/December 2021 and Supplementary ‘Insulation Special Edition’:

Introduction

The Greener Jobs Alliance was launched to promote skills training and job creation to meet the needs of Britain’s rapidly growing low carbon sectors and to green the whole economy. The transition to a low carbon and resource efficient economy can drive sustainable economic recovery and job creation in every part of the country as well as making existing jobs more secure. But this requires a more strategic national and local approach to deliver the workforce skills needed and to stimulate demand for clean energy and energy efficiency services.

The Greener Jobs Alliance liaises at a national and local level to build the broadest possible support for the policies, investment, partnerships and commitments needed to drive the transition to a low carbon economy.

The Greener Jobs Alliance liaises with training bodies, colleges, universities, employers, local and national Government, trade unions, housing associations, campaign and community groups – to build the policies, investment and partnerships needed to drive the transition to a low carbon economy.

The GJA runs a number of ‘free’ courses on the environment for Trade Union Reps in different parts of the UK which have been attended by a number of CWU Reps. See details below.

The GJA came into existence as a result of funding from Battersea and Wandsworth TUC.

The founder GJA Secretary and Newsletter editor was Graham Petersen who is well known to the CWU and has a long standing working relationship with the Union. He is a former TUC tutor and course designer who created safety reps training courses and the successful TUC Occupational Health & Safety Diploma Course. He was the head of the Trade Union Studies Centre at South Thames College before retirement from the post and has been a visitor and guest speaker at CWU events and meetings. After 30 editions, Graham stood down at the GJA AGM earlier this year and has handed over to Paul Atkin as newsletter editor and Tahir Latif as GJA Secretary. Graham remains a GJA Steering Group member and is now working part time for the Wales TUC having recently written a publication for them ‘Greener workplaces for a just transition – a Wales TUC toolkit for trade unionists’.

See attached copy of the GJA Newsletter No.35 for November/December 2021.

In this Newsletter the GJA editor predicts that we are in for a prolonged struggle. He says that every day the crisis gets worse and we have the choice of passivity and despair, or action and hope. Every day we have to ask ourselves the questions, if not us, who? If not now, when? We are now in a period of damage limitation; in which anything and everything we can do to make a difference we must do. Current plans have us on course for a catastrophic 2.7C increase. There is no excuse for anyone arguing for delays, or for someone else to take the lead. There is especially no excuse for the world’s richest countries – collectively responsible for 92% of emissions to date – trying to foist blame onto the industrialising parts of the developing world for their impertinence in wanting their people to be as well off as ours are.

The International Energy Agency states that 70% of the investment to head off climate breakdown must be made in the Global South. This makes the failure to meet the £100 billion a year pledged from the Global North without creative accounting even more obscene; especially when you consider that 71% of the capital transferred up to now has been in the form of loans that have to be paid back, that the richest 1% amassed an additional $10 trillion in wealth in 2020 alone, and that Elon Musk could pay for a year of it on his own and still have £25 billion left over from his 2020 increase.

There should be no delusions about this. Carbon emissions per head from China are just 46% that of the US, Brazil 14% and India 12%. So, the biggest, sharpest, fastest cuts in emissions have to come in the wealthiest countries with no excuses. The Prime Minister tells us that “if we don’t act now, it will be too late”, but doesn’t tell Rishi Sunak, and is quietly sitting on 40 pending fossil fuel applications that amount to three times the UK’s current annual emissions. Naked in the conference chamber with no leg to stand on.

More significantly, in the USA the way that the Republicans and the pair of fossil fuelled Democrats who vote with them have beaten down the Green New Deal parts of Biden’s infrastructure bill to just $550 billion over ten years, leaves US action now significantly adrift of its targets.

Contents GJA Newsletter 35:

1. Editorial
2. Polluters Budget
3. Government Net Zero Plan
4. Green Jobs Report
5. COP mobilisations
6. Building a Workforce for the Climate Emergency
7. EI Report Card
8. DFE strategy – unions response
9. Mock COP
10. STATS of the Month

Also see attached GJA Newsletter Supplementary ‘Insulation Special Edition’.

In this supplementary special edition, the GJA calls for Building a Retrofit Campaign as a matter of urgency.

At its recent annual conference, the Labour Party announced that, if elected, it would undertake a £60 billion programme of home retrofitting including insulation and heating. At the recent SERA AGM, Shadow Energy Minister Alan Whitehead MP explained how this would be “180 degrees different” from the Conservative’s two failed attempts to grapple with this since 2010. It will be done collectively on an area basis and managed by local authorities with FE Colleges involved in local training.

• Neighbourhoods will be designated as low carbon/efficiency zones.
• Each of these will contain a mix of tenures. Home owners will get 0% loans. Private sector landlords will be required to meet the standard before being allowed to rent out. Social housing would be done through direct grants to LAs.
• This should get all homes up to standard before 3035.

The GJA calls for:

• This programme, especially if carried out by local authority direct labour.
• Retrofitting should be ‘Free at the point of use’ and collectively managed.
• Local Authorities must be funded sufficiently to be able to coordinate retrofitting locally.
• Everybody involved needs to feel secure within a stable long-term framework.
• Everyone doing this work should be a trade union member to guarantee proper terms and conditions and adherence to Health and Safety procedures.
• The workforce doing this work should be diverse and fully reflective of the communities they are working with.

Contents GJA Newsletter Supplementary ‘Insulation Special Edition’

1. Editorial – the urgent need for a retrofit campaign Paul Atkin & Tahir Latif
2. The Scottish model Roz Foyer
3. The NEF/GND Great Homes Upgrade campaign Aydin Dikerdem
4. How we could do it Wolfgang Kuchler
5. How to train the skilled workforce we need Linda Clarke
6. Stats of the month

Further details at:www.greenerjobsalliance.co.uk

Attachments: 

• GJA-Newsletter-35-September/October 2021
• GJA-Supplementary ‘Insulation Special Edition’

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 477/21 – Greener Jobs Alliance (GJA) Newsletter No. 35 – November December 2021 and Supplementary ‘Insulation Special Edition’

Att: GJA-Newsletter-35-NovDec-2021

Att: GJA-Newsletter-35-Insulation-Special-NovDec-2021

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The UK National Work-Stress Network Annual Conference 2021 –‘Mental Health Debrief’ –‘Free’ Online Conference – Saturday 27 November 2021 – Theme: “What’s Stress Got To Do With It?”:

The UK Work Stress Network has announced that their Annual Conference 2021 will again be an online, one-day event this year. The organisation has decided to host the Conference online again until they feel it is safe to hold conferences again in-person. Future in-person conference plans are being worked on, but for now the UK Stress Network are pleased to be holding another Conference online.

This Conference will consist of workshops, questions, and sharing good practice on dealing with stress in the workplace and the effects it has on everyday life.

In line with CWU Conference Policy, the CWU is proud to announce its continued support and sponsorship of the UK Work Stress Network Conference and the latest edition of the organisation’s excellent ‘Work Stress Handbook’ published last year.

The UK National Work Stress Network is a Trade Unionist led organisation which is committed to the eradication of the causes of work-related stress and associated illnesses. It campaigns to advance this aim through its involvement with the Hazards Campaign and in conjunction with the TUC, European organisations and within UK Trade Union structures.

The Network calls for:

• Employers, Company Directors and Managers at all levels to acknowledge their duty of care and for their acceptance of their health and safety responsibilities to the workforce;
• Legislation and enforcement procedures to outlaw all forms of workplace stress, bullying and victimisation; also to ensure full corporate liability for workplace injury; and,
• The creation of a caring, supportive workplace culture with ‘Dignity at Work’ for all and for worker sensitive procedures for all.

The Network consists of many hundreds of like-minded people, some of whom have suffered the consequences of work-related stress. Amongst them are experienced caseworkers, counsellors, occupational health workers, Trades Union lay and paid officers and those who are just determined to see effective management which recognises the needs of the workforce as well as of business.

The Conference will examine working lives becoming much more complex and stressful. Working life is becoming more complex from all angles. Post ‘BREXIT’ and the pandemic has left the UK facing an uncertain future for the country, employment and business. Employment and other laws originating from the EU, once transferred into UK law, will almost certainly face dilution or even removal under another Conservative Government. Health and Safety laws are still in place but many employers disregard or are ignorant of the HSE Stress Management Standards.

The former Prime Minister has flagged up a greater need for better care and support particularly for mental health. The Government commissioned ‘Stevenson-Farmer’ independent review into workplace mental health concluded that the UK faces a significant mental health challenge at work and that both employers and Government must prioritise and invest far more in improving mental health. At the same time the NHS is struggling to keep up, and no extra money seems to be forthcoming. Pressures on public services continue to remain high under the enduring austerity regime. Workers face increasing demands on their time and skills.

There is relentless change at work, which in itself is intensely mentally fatiguing and stressful.

Recent research has shown that those with disabilities suffer disadvantage at a range of levels – all of which increase stress levels.

Young workers are dealing with the brave new world of zero hours contracts, and coping with the demands of more than one employer. Middle aged workers are coping with the pressures of being both a worker and a parent to children (younger and older) at home. Carers are caring for elderly parents under growing pressure. Older workers are having to work much longer than they had ever anticipated. Working life is becoming more complex from both ends of the age spectrum.

• Young workers
• Older aging workers
• Zero Hours Contracts
• Doing two jobs
• Working and parenting
• Working and being a carer
• Long hours of work
• Manual work demands

Whichever applies, the world of work has never been more stressful.

A greater recognition of mental health issues is very welcome and brings increased responsibilities for employers. It also brings more challenges for our work as health and safety stewards.

The Conference will focus on tools and strategies needed by Trade Unionists to support their members, protect themselves and get employers engaged in tackling work stress to make our work places a safer place for all.

Full details of the Conference sessions will be announced shortly.

The aim is to provide information, exchange of good practice, networking opportunities and helpful interaction to send delegates back to their workplaces with the tools needed to make the workplace safer for all.

There’s lots of information for all Conference delegates.

UK National Work-Stress Network 2021 online Conference is a ‘Free’ to attend event.

Registration here:- https://www.eventbrite.com/e/conference-2021-mental-health-debrief-whats-stress-got-to-do-with-it-tickets-196960874277?fbclid=IwAR0afDqbwjcvV1dl5OnUxMpVwvC5nqrlkR_xTo2twHNkNJnmQoZiuMFonSA

Further information email:- ukstresscoordinator@gmail.com

Website:http://www.workstress.net/

This Conference is aimed at Health and Safety Representatives, Trades Union Officials and Shop Stewards, Human Resources and Health and Safety Specialists and Stress Management Consultants.

This is a very popular annual event – book early to secure a place.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 476/21 – The UK National Work-Stress Network Annual Conference Saturday 27 November 2021 – What’s Stress Got To Do With It

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RMG/CWU/’Brake’ National Road Safety Week – ‘Road Safety Heroes’ Campaign 15-21 November 2021 – ‘Follow The 5 S’s:

Introduction:

We have today received notice of next week’s ‘Brake’ National Road Safety Week being supported by Royal Mail Group and despite the late notice CWU will again be supporting the road safety campaign.

Road Safety Week is the UK’s biggest road safety event. Every year, thousands of companies, fleet operators, schools, organisations, trade unions and communities get involved to shout out for our right to make safe and healthy journeys every day. The theme of Road Safety Week 2021 is ‘ROAD SAFETY HEROES’, celebrating the heroic work of road safety professionals and those driving safely plus explaining how we can all play a part in making journeys safer for everyone.

‘Brake’ is a road safety charity working with communities and organisations across the UK to stop the tragedy of road deaths and injuries, make streets and communities safer for everyone, and support people bereaved and seriously injured on roads. ‘Brake’ has been working since 1995 to make a difference across the UK.

Royal Mail Group, the CWU and Unite/CMA will be supporting the 2021 ‘Brake’ Road Safety Charity’s annual national Road Safety Campaign again this year when it takes place next week from 15-21 November and the idea is all about raising the awareness of road safety to all drivers in Royal Mail, Parcelforce, RMP&FS, RMSS, RM Fleet etc.

The campaign will concentrate on a number of key messages to drivers and managers with the emphasis on how important it is for drivers to ensure that they always drive safely and make road journeys safe for everyone.

Follow The 5 S’s:

Next week Royal Mail, Parcelforce and all other parts of Royal Mail Group will be asking drivers to be a ‘Road Safety Hero’ by following the 5 S’s:

• Slow – drive at an appropriate speed for the road and conditions, and always within the speed limit.  This significantly reduces your chances of being involved in a collision and if you are, it reduces the likelihood of someone getting hurt.
• Sober – plan ahead and never drive after taking drugs or alcohol.  Speak up if someone is about to drive when you know they shouldn’t, and never get into a vehicle with them.  Mates don’t let mates drink/drug drive.
• Secure – always wear your seatbelt, no exceptions! and ensure that anybody else in your vehicle does too.  261 UK drivers killed in 2018 were not wearing their seatbelt.
• Silent – never take or make calls, or use a phone for any other reason whilst driving.  Turn it off or set it to silent and put it out of sight.  Remember Royal Mail Group policy prohibits any use of a mobile phone whilst driving, even hands-free.
• Sharp – never drive tired and make sure you take adequate rest.  Be aware of drivers’ hours rules which apply to van and truck drivers.  Get your eyesight tested at least every two years.

Following these rules will help to protect drivers, passengers, other road users and pedestrians against the main causes of road deaths.  They will keep drivers safe at work, and also help to keep drivers and their family and friends safe when away from work. You might never know it, but you may just save a life! – Thank you, and Safe Driving!

See attached RMG Staff WTLL/Huddle for next week’s National Road Safety Week. The campaign will include supporting messages on the RMTV screens and on ‘Workplace’.

RMG will be giving away vouchers to some of the best scoring telemetry drivers during the week. The Royal Mail Group Road Safety Manager has apologised for the late notice of the campaign week and dispatch of materials.

Benefits of the Campaign:

• Improved compliance with RMG Policy and Road Traffic Law.
• Increase awareness amongst drivers and managers.
• Reduction in road traffic collisions.

CWU ASR Support and Participation:

• CWU/ASR full support and participation is much appreciated by Royal Mail, Parcelforce Worldwide, RMSS, RMP&FS and CWU HQ.
• Engage front line managers and ask them if they’ve delivered the Road Safety Week message, WTLL/Huddle?
• Ask managers – have they made all drivers aware of the 5 S’s actions they need to take?
• Check that drivers have received the Road Safety Week WTLL/Huddle briefing.
• Carry out safety inspections and increase Road Safety Week awareness.
• Remind drivers to carry out their safety checks before they set out on their journeys during Road Safety Week.

Further information on the ‘Brake’ Road Safety Week can be found on their website:

https://www.brake.org.uk/road-safety-week

Attachment:

• SHE Huddle FY21 040 Road Safety Week

Thanks for your support and assistance.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 475/21 – RMG CWU Brake National Road Safety Week – Road Safety Heroes Campaign 15-21 November 2021 – Follow The 5 S’s

SHE Huddle FY21 040 Road Safety Week

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Royal Mail Driver Training Exigency Arrangements For New Recruit Light Commercial Vehicles(LCV)/Van Fleet Drivers

This is to update Branches, Area Safety Reps and Area Delivery Reps on interim arrangements that have been introduced by Royal Mail from this week as a short term driver training exigency across the business.

The Health, Safety and Environment Department were briefed on Friday 5 November by the Royal Mail Group National Road Safety Manager regarding an urgent and pressing situation facing the business with regards to the significant increase in recruitment for permanent drivers in Delivery Offices, leading, in turn, to a huge increase in driver training demand which has outstripped the ability of the training provider (Pertemps) to deliver the level being requested.

Whilst not ideal, after some discussion, I indicated no objection to the interim, short-term arrangements now proposed which are designed to alleviate the problem now facing Royal Mail.  There will be a temporary relaxation to the Royal Mail Group policy which is set out in Royal Mail Group (Safety Health & Environment (SHE) Instruction 8.2) which requires that new recruits receive RMG driver training before they are permitted to drive Royal Mail Vans.

It was pointed out by Royal Mail that short term agency drivers do not receive in-cab training before driving Royal Mail Light Commercial Vehicles/Vans and this temporary arrangement would be similar in that respect.

The temporary interim arrangements will involve, as an exception, allowing new recruits to drive vans immediately on starting employment with Royal Mail subject to:

1. The new external recruit drivers meeting the minimum Royal Mail standards on recruitment and full driving licence check.
2. The new external recruit drivers undergoing an online assessment which includes testing of their driving knowledge, experience and hazard perception.
3. The Pertemps training has to have been booked for new recruit drivers.
4. They have received the ‘Driving for Operational Cover’ e-learning, (this is used for agency drivers and was what was used for new starters during the RMG Covid secure restrictions).
5. They have had a familiarisation of the vehicle session with a Manager or Workplace Coach.

Royal Mail stress the importance of compliance with these requirements, and will track training bookings against recruitment.

Attachment: 

• Copy communication from the Royal Mail Group National Road Safety Manager.

All enquiries should be addressed to the CWU/HQ Health, Safety & Environment Department.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 472/21 – Royal Mail Driver Training Exigency Arrangements For New Recruit Light Commercial Vehicles(LCV)Van Fleet Drivers

Mark Bromhall Letter 

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AGREEMENT BETWEEN CWU & PARCELFORCE WORLDWIDE ON 2021 PEAK AND CHRISTMAS REMUNERATION PROPOSALS FOR ALL CWU GRADE DEPOT EMPLOYEES

Branches and representatives will be aware that in previous years, agreement has been reached with Parcelforce Worldwide in relation to incentive arrangements for volunteers to attend on the Saturdays and Sundays in Depots in the run up to Christmas.

With the continuing impact of Covid-19 on consumer habits, Parcelforce are anticipating high volumes and demand over the peak period. Given this, to provide proper incentive and reward for our members and in recognition both of their commitment and the size of the challenge, discussions have taken place with the business in line with tradition in relation to remuneration arrangements.

Attached for information is the agreement between CWU & Parcelforce Worldwide on 2021 Autumn Pressure and Christmas Remuneration Proposals for all CWU Grade Depot Employees, which has been endorsed by the Postal Executive.

As in previous years, the agreement defines incentive arrangements for volunteers to attend on the Saturdays and Sundays over the four weekends in the run up to Christmas. In light of the current traffic forecasts we have agreed that there will be three levels of incentive, as there were in 2020.

A standard commitment to two attendances (minimum six hours) mirroring previous years’ arrangements attracting a single payment of £38, the same amount as last year.

An enhanced commitment to three attendances (minimum six hours) attracting a single payment of £60. Both of these incentives will be available to employees volunteering to cover C&D, Indoor and Admin duties.

In addition, there will be a further enhanced commitment to perform C&D on three attendances (minimum eight hours) attracting a single payment of £100.

This opportunity will be available to all employees willing to drive and who have the necessary skills and training. The business has agreed to provide familiarisation training for any individual wishing to volunteer.

Only one payment can be received by any individual based on the level of commitment given. However, in all cases where the commitment is made and the hours are performed, each hour will attract an hourly rate of £22.30, which is equivalent to double the normal rate.

In respect to the Seasonal Traffic Recirculation, the additional payment for drivers who agree to follow the work remains at £38, the same as last year.

In addition alternative weekday resourcing options are being explored to provide additional incentive for Autumn Pressure 2021, but these are still subject to agreement and will be communicated separately as required.

Colleagues will also note that exceptionally this year, Parcelforce Worldwide will be closed for business on Saturday 25th December and Sunday 26th December, and the Xmas & Boxing Day Bank Holidays will be taken on the Monday 27th and Tuesday 28th Decemberrespectively. Parcelforce will also be closed for business on Saturday 1st & Sunday 2nd January 2022, and the New Year Bank Holiday will be taken on the 3rd January (& 4th January in Scotland). In line with the “No Claw Back” principles established across RMG in 2004/05 (including PFW), employees contracted to attend on these days will not be required to attend and will not be required to make up the hours. 

Obviously, given the significant increases in remuneration this year, the business is very keen to stress that this agreement does not necessarily set the benchmark for future years and as such we have agreed that the arrangements will be subject to joint review.

The department believes that the attached agreement,will be welcomed by our Parcelforce Representatives and members.

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

Yours sincerely

Davie Robertson

Assistant Secretary

LTB 471/21

PFW Peak & Christmas Remuneration 08.11.21

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Royal Mail Dog Attack Compensation Scheme – Extension to Parcelforce and a Reminder About The Scheme:

Previous Letters to Branches LTB 498/18 and 271/21 refer.

Discussions have been taking place to resolve an anomaly in the Royal Mail Dog Attack Compensation Scheme and I’m pleased to report that the matter has been resolved with agreement that the scheme has now been formally extended to cover Parcelforce members with immediate effect.

The Dog Attack Compensation Scheme historically refers to Royal Mail and in the past, Parcelforce have told employees who are unfortunate enough to be attacked by a dog that the scheme is for Royal Mail postmen and women only and doesn’t apply in Parcelforce for parcel collection and delivery staff going to the same addresses.

A REMINDER TO ALL!

It often comes to our attention in the Health, Safety & Environment Department that many Branch Reps and members who are injured in dog attacks and are subsequently off work with injuries sustained in dog attacks are not aware of this scheme and do not make applications for Dog Attack Compensation which they may be entitled to benefit from.

If injured and off work sick as a result of a dog attack, benefits are available to members under the Royal Mail and Parcelforce ‘Dog Attack Compensation Scheme’. The scheme pays compensation amounting to the difference between full rate sick pay and an individual’s average weekly earnings over the previous 13 weeks prior to the dog attack incident.

This is paid out regardless of any personal injury litigation compensation which may be recovered by the Union solicitors acting for the member.

The updated Royal Mail and Parcelforce – ‘Dog Attack Compensation Scheme’ claim form is attached which branches can print off and keep available in the branch office for members when needed.

The form can also be located on Royal Mail Group’s PSP system or by contacting HR Services. If a manager requires a copy of the form they can type in ‘Dog Attack Compensation’ on the company intranet system and the form will appear under the searches.

Royal Mail and Parcelforce ‘Dog Attack Compensation Scheme’ Conditions are:

• 1 week minimum sick absence must be incurred in order to qualify to submit a claim.
• A maximum of 13 weeks average earnings will be paid out whilst an individual is off work sick following a dog attack.
• Christmas and summer pressure periods and annual leave periods will be excluded from the average earnings calculation.

REMEMBER AND IMPORTANT:

• Report all dog attacks to management.
• Following dog attack injuries, suspend deliveries.
• Report all dog attacks to the Security Helpdesk 020 7239 6655 or email: securityhelpdesk@royalmail.com.
• Record details of every dog attack on the ‘USO SharePoint site’.
• Record all dog attack injuries on ‘ERICA’.
• Report all dog attacks to the Police and get a ‘Crime Number’.
• Report all dog attacks to the Local Authority Dog Warden or officer responsible for Dog Nuisance and Anti-Social Behaviour issues.
• Update WRAP (Walk Risk Assessment Platform) and the Walk Log at the Delivery Office.
• If the member is injured, complete a CWU LS3 Form and submit it to the Union’s Legal Services Department who will instruct the Union’s lawyers to investigate and consider making a compensation claim.
• Make an application under the Royal Mail Dog Attack Compensation Scheme (application form attached).
• IMPORTANT: If victims are asked by the Police to agree that the dog owner can be dealt with via an ‘informal’ Warning’ or ‘Community Resolution’ without recourse to formal criminal justice sanctions – they SHOULD NOT AGREE TO IT. A number of members who have agreed to such sanctions shortly after a dog attack have later changed their mind but have been prevented from allowing the matter to be taken further via a formal prosecution of the dog owner. 

All enquiries regarding the above should be sent to Dave Joyce CWU National Health and Safety Officer at CWU/HQ.

ATTACHMENTS:

• Dog Attack Compensation Claim Form
• Schedule of Authorised Allowances Guide

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

21LTB474 Royal Mail Dog Attack Compensation Scheme – Extension to Parcelforce and a Reminder About The Scheme

Dog Attack Compensation Claim Form

Schedule of Authorised Allowances Guide

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Royal Mail, Parcelforce and RM International Christmas Operations 2021 – Temporary Dedicated Parcel Sort Centres (PSCs), Outhouses and Marquees – Health and Safety

This is to inform and update Branches and Area Health and Safety Representatives that for the eleventh year running, Royal Mail Opps, Parcelforce Worldwide and Royal Mail International are setting up and opening a dedicated, nationwide network of temporary ‘outhoused’, parcel sort centre hubs and outhouses, overflow, relief sites as part of the 2021 Christmas operations, to deal with and handle the significantly increased traffic volumes and to sort a significant proportion of the parcels/packets Royal Mail handles before distribution around the UK and final delivery. The sites will be opening on a phased basis from November.

The temporary network will handle a significant proportion of the additional parcels/packets from the normal sorting network of Mail Centres and Regional Distribution Centres, enabling Royal Mail to cope adequately with the increased volumes of parcel/packet traffic as a result of the continued growth of online retail shopping as effectively as possible, providing Royal Mail with increased capacity and flexibility needed as well as reducing the potential for congestion in Mail Centres and Regional Distribution Centres that sort parcels, cards and letters at the busiest time of the year. The set up will also enable the operation to cope better in the event of any severe weather conditions.

Discussions have taken place with Royal Mail Group in relation to Health and Safety at the Temporary Outhouse Christmas Sort Centres and Satellite Offices and the Joint Statement attached has been agreed with the Royal Mail Group Global Director of Compliance and Sustainability. This applies to all temporary offices and operations and ensures the full access and involvement of CWU ASRs in order to be fully consulted and to undertake Health and Safety inspections, pre-start and ongoing safety spot-checks once operational and to be fully involved, working with the RMG Safety Team, Property Team and Operational Management, to deal with any Health, Safety, Welfare and working environment issues both before and during occupation. All the relevant safety documents agreed with CWU by the Royal Mail Group Central Safety Team are attached.

The agreed Royal Mail Group (Including Parcelforce Worldwide and RM International)/CWU Joint Statement provides a strong commitment to maintaining a safe and healthy workplace, safe work methods and safe equipment at the Temporary Outhouse Offices, Hubs, Marquees etc., for all staff, and ensures the provision of information, training, supervision and fit for purpose equipment needed to achieve this.

Operational Management supported by the RMG Safety Team will take responsibility for health and safety procedures, working with CWU Area Safety Representatives.

RMG/CWU Joint Statement:

The Joint Statement covers: staff safety training and information including site induction training, statutory Health and Safety notices in place, manual handling training, new/temp employees and visitors, safe systems of work, environmental controls, adequate heating and lighting safe place of work, risk assessment, housekeeping, safe machines, plant and equipment, fault reporting, noise and dust control, fire safety and evacuation plan, first aid, ensuring all accidents and near misses are reported and investigated, emergency procedures, joint workplace safety inspections and monitoring. Site access and involvement of CWU Safety Representatives, workplace transport and yard risk controls, continued effective vehicle and pedestrian segregation on site, PPE, emergency procedures and workplace monitoring are also included.

Safety Documents:

I also attach several safety documents agreed with us by the Royal Mail Group Central Safety Team which have gone out to all Royal Mail Regions, and Safety Teams which they have been asked to complete when introducing additional Outhouses or Temporary Structures to support their Christmas operation. These are:

(1) Safety Assessment and Concurrence (SAC1) Unit Level Action Plan

(2) Temporary Accommodation Health & Safety Checklist

(3) Temporary Accommodation Health & Safety Checklist Marquees on existing sites

(4) Guidance Note For Persons In Control (PIC) Where Temporary Heating is Provided

SAC1 & Risk Assessments:

Completion of the SAC 1 in particular may lead to the requirement to review a number of risk assessments in light of changes being introduced, for example:

• Yard – Primarily to ensure continued effective vehicle and pedestrian segregation on site.
• Workplace – To identify and record any other significant risk issue inside the building.
• First Aid – Some of these sites can be remote and require first aid provision to be made.
• PPE – Potentially a number of risks at the site in terms of vehicle/pedestrian segregation and with adjacent properties who share the yard.
• Work Equipment – Normal work equipment may not suit some premises/environments.
• Fire Risk Assessment including fire evacuation plans – essential.

Royal Mail will also be ensuring the following points have been considered: 

• Site induction training – Everyone will be new to the premises.
• Statutory Notices in place – See the new Health and Safety notice board standard.
• Accident reporting procedure – Arrangement in place to allow reporting of accidents and near misses.
• Heating – RMPFS directive followed for temporary heating.
• Housekeeping standards – To minimise the risk of slip and trip accidents.
• Manual handling training – For all the temporary staff.

This set of clear arrangements will help overcome problems experienced in the past with Christmas ‘Outhouses’, ensuring better Health and Safety standards, joint working and problem solving.

Attached are the Royal Mail Opps, Parcelforce Worldwide and Royal Mail International locations of the Christmas Outhouses and additional buildings and Marquee Accommodation being used for the Christmas period 2021.

Attachments:

• RMG/CWU Christmas Joint Statement 2021
• Guidance Document for Temporary Heating (Guidance to Person In Control)
• Temporary Outhouses Health and Safety Checklists
• SHEI 5.3 Change Management
• SAC1 Unit Level Action Plan (SHEI 5.3) Appendix
• Marquees on Existing Sites – Health and Safety Checklist
• Change Management SAC1 (SHEI 5.3) (Appendix 1)
• Checklist for Use of Temporary Heating Appliances
• Royal Mail Opps, Parcelforce Worldwide and Royal Mail International list of Additional Accommodation Christmas 2021

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

21LTB473 Christmas Operations 2021 – Temporary Dedicated Parcel Sort Centres (PSCs), Outhouses and Marquees

Change Management Guidance SAC1(SHEI 5.3)(Appendix 1)

Christmas 2021 – Additional Accommodation

Christmas Joint Statement 2021

PFS2_350_Temporary Outhouses

PFS2_355_Marquees on Existing Sites

PFS2_360a_Temporary Heating Person in Control Guide

PFS2_360b_Checklist for Use of Temporary Heating Appliances

SAC1 Unit Level Action Plan (SHEI 5.3) (Appendix 3)

SHEI 5.3 Change Management (v1.0)

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Election of CWU Delegates to the TUC Equality Conferences 2022

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

TUC Women’s Conference

Date:  9^th – 11^th March 2022

Venue: TUC Congress House, London

TUC Disabled Workers Conference

Date:  22^nd – 23^rd March 2022  

Venue: BIC, Bournemouth

TUC Black Workers Conference

Date:  6^th – 8^th May 2022

Venue: TUC Congress House, London

TUC LGBT+ Workers Conference

Date:  30^th June – 1^st July 2022

Venue: TUC Congress House, London

The Timetable for the elections is as follows:

Nominations open:  8 November 2021         

Nominations close:  23 November 2021 (14:00)

Dispatch ballot papers from: 25 November 2021

Ballot closes:  9 December 2021 (14:00)

Reminders:

• All candidates for election to the TUC Women’s Conference must be women.
• All candidates require the nomination of their own Branch.

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

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary  

LTB 470/21

Regulations TUC Equality Conferences 2022

Nomination Forms 2022

Candidates Consent & Biographical Details Form

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CWU Virtual Special General Conference 2021 – OBSERVERS

Delegates that have been registered for the conference by the Branch Secretary will have received their zoom registration link along with the “magic link” to access the voting platform for the conference.

Delegates will need to register themselves on zoom using the link that was sent to them prior to the conference. An information leaflet was also attached which explains how the voting platform operates. If anyone has any difficulties or not received their links then please contact aoneill@cwu.org before Friday 5^thNovember 2021.

Branches are reminded that delegates should log out after of each session.

All Field Officials have been registered by CWU HQ and should have also received the links they require to access the conference.

Anyone not registered can view the conference when the conference goes live via the following link:

https://www.youtube.com/c/CWULive

Any enquiries on this LTB should be directed to Angela Niven on 020 8971 7256 or email conferences@cwu.org

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 469/21 – CWU Virtual Special General Conference – Observers

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