OPENREACH Ltd. – Personal Travel Time (PTT)

Branches will be aware that the CWU has been campaigning for some time to have the requirement, for those to whom it applies, to give up to 60 minutes of their time at each end of the working day.  As a result of all that activity, we have now received correspondence from the company confirming that this requirement will be removed across Openreach from 3 February 2022.  This is to allow the appropriate briefings, system changes, etc. to take place.  It is also confirmed that this will apply to all new recruits going forward.  The letter from the company is attached for information, as is the Briefing to members and company comms.

This has only been achieved as a result of the fantastic response from members and Branches during the campaign.  The members in particular have continued to put pressure on both the company and the CWU at all levels for this issue to be resolved; that pressure has paid off and shows what can be achieved when we act as one.  The intervention of Andy Kerr (DGST) has also greatly assisted the National Team resolve this issue once and for all.

From a practical perspective, it means the following.  The company will lift the specific requirement which stipulated that any individual could be expected to have a personal travel time of up to 60 minutes plus 15 minutes’ log on/off at start and end of day.

Individuals will continue to have a PWA based in line with the Parking at Home policy, and will have a nominated location that assigns a commute time for them on Taskforce.  They will be expected to operate within this PWA commute time on a daily basis.

The critical change is that where individuals are required to travel beyond their commute time, unpaid personal travel time will not kick in and travel outside of the person’s commute time will now be in paid time.    The 15 minutes’ log on/off time at each end of the day will continue in line with the overarching Working and Parking from Home policy.   In practice this will mean that the maximum travel an individual will complete will be the time that has been established as part of their annual Parking at Home review, this time will be the same at either end of the day.  Any travel outside of this will be paid time.  Branches should ensure that these reviews are only carried out annually and inform the National Team should the company differ from this approach.

This means that the inequality that existed across the field workforce with regard to personal travel time will be removed across all business units in Openreach.

The National Team would like to place on record their thanks to members, Branches and Regional Co-ordinators for their input to what has been a long and difficult campaign to resolve this issue, and shows that anything is possible if we work as one and we look forward to that solidarity continuing as we face the inevitable challenges that the months and years ahead will bring.

Any enquiries from Branches regarding this LTB should be referred to my office in the first instance.

Yours sincerely,

Dave Bowman

Assistant Secretary  

LTB 569/21 – OPENREACH Ltd. – Personal Travel Time (PTT)

LTB 569 – ATTACHMENT 1

LTB 569 – ATTACHMENT 2

LTB 569 – ATTACHMENT 3

View Online

Postal Conference 2022 – Submission of Motions

Please find attached motion forms for Postal Conference 2022.  The purpose of this Letter to Branches is to remind those Branches/Co-ordinating Committees who do not have access to an email facility that they must contact head office direct to request hard copies of the forms to be despatched to them.  They should contact Angela Niven on 020 8971 7256.

We also take this opportunity to attach to this Letter to Branches the Motion Guide for submitting Motions to Postal Conference 2020.

Branches/Co-ordinating Committees are also reminded that the closing date for the submission of motions to Postal Conference is by midnight onSunday 20^th February 2022, either by post to Angela Niven, CWU 150 the Broadway, Wimbledon London SW19 1RX or by email to postalmotions@cwu.org   No motions will be accepted that go to any other e-mail address as the conference guide to motions refers.

Any queries regarding this Letter to Branches should be addressed to Angela Niven at Head Office or on 020 8971 7256.

Yours sincerely,

A P Kearns

Senior Deputy General Secretary

LTB 570/21 – Postal Conference 2022 – Submission of Motions

Guide for Motions 2022

Postal Motion Form 2022

View Online

Royal Mail Group – Latest Updated Coronavirus/Covid-19 – Frequently Asked Questions and Answers Guidance Document (Version 14)

I attach for your information a copy of the Royal Mail Group, Managers’ Coronavirus/Covid-19 Frequently Asked Questions and Answers Guidance document, Version 14, issued by the business on 16 December 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 in turn cascaded throughout the business.

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.

The Coronavirus Guidance, Version 14 Q&A document has been shared with the Union’s Health, Safety & Environment Department. It is not a document agreed with the Union but is circulated for useful 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, for ease of reference and to update and remind Branches and Reps of the important changes made in the latest version (copy attached), the changes are listed below:

Version 14 Changes:

• Para 3 – Face Masks/Coverings Compliance.

Version 14 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 V14

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 568/21 – RMG Latest Updated Coronavirus Covid-19 Frequently Asked Questions and Answers Guidance Document (V14)

Coronavirus Guidance Questions v14

View Online

HSE – Proposed Changes To The Personal Protective Equipment At Work 1992 Regulations (PPER)

In November 2020, a court judgment found that the UK had failed to adequately transpose aspects of two EU Directives into UK domestic law – Article 8(4) and 8(5) of EU Directive 89/391/EEC (“the Health and Safety Framework Directive”) and Article 3 of EU Directive 89/656/EEC (“the PPE Directive”). The UK implementation of these provisions only applied to employees and the court found that the UK’s implementation should extend to limb (b) workers. The Government transposed the PPE Directive through the Personal Protective Equipment at Work Regulations 1992.

The PPE Regulations place a duty on every employer in Great Britain to ensure that suitable personal protective equipment (PPE) is provided to employees who may be exposed to a risk to their health or safety while at work. Currently, employers only have a duty to their ‘employees’ in respect to PPE – changes to the legislation will ensure this duty also extends to ‘limb (b) workers’. Amendments to the PPER will ensure the legislation reflects the court judgment and will apply in England, Scotland and Wales.

PPE is defined in the regulations as “all equipment (including clothing affording protection against the weather) which is intended to be worn or held by a person at work and which protects the person against one or more risks to that person’s health or safety, and any addition or accessory designed to meet that objective.”

What is a limb (b) worker?

There are two main employment statuses for employment rights: ‘employee’ and ‘worker’. Employees are defined as limb (a) and workers are defined as limb (b) in the Employment Rights Act 1996.

An individual who has entered into or works under– (a) a contract of employment; or (b) any other contract, whether express or implied and (if it is express) whether oral or in writing, whereby the individual undertakes to do or perform personally any work or services for another party to the contract whose status is not by virtue of the contract that of a client or customer or any profession or business undertaking carried on by the individual.

Generally, limb (b) workers:

• carry out casual or irregular work for one or a number of organisation(s),
• receive holiday pay, but not other employment rights such as the minimum period of statutory notice, after one month of continuous service,
• only carry out work if they choose to,
• have a contract or other arrangement to do work or services personally for a reward (the contract doesn’t have to be written) and they only have a limited right to send someone else to do the work, for example, swapping shifts with someone on a pre-approved list (subcontract),
• are not in business for themselves (they do not advertise services directly to customers who can then also book their services directly).

Example of a limb (b) worker

‘Penny’ works casual or irregular hours for ‘Acme Drivers’ as a private hire driver. When Acme Drivers contact Penny about a job, she can refuse to do it if she wants. Generally, she is the only person who can complete the work if she does decide to do it (i.e., she can’t get someone else to drive a customer for her and still get paid herself). The customers pay Acme Drivers, not Penny, for the service. Penny gets the minimum wage and holiday pay (but not other employment rights) from Acme Drivers. Based on this description, Penny is a limb (b) worker, as she is not working for herself (i.e., self-employed), but she is also not an Acme Drivers employee as the work is irregular and she can refuse to do it.

Publication of Consultation Response on amendments to the Personal Protective Equipment at Work Regulations 1992 (“the PPER 1992”)

Following the consultation, changes are being made to the PPER 1992 to align with a court judgment which decided that the Government had failed to adequately transpose Article 8(4) and 8(5) of EU Directive 89/391/EEC (“the Framework Directive”) and Article 3 of EU Directive 89/656/EEC of 30 November 1989 (“the Personal Protective Equipment Directive”) into UK law.

The UK implemented the PPE Directive through the Personal Protective Equipment at Work Regulations 1992 (“PPER 1992”) which places duties on employers and employees in regard to PPE.

The duties under the PPER 1992 apply whilst the employee is at work. The employer’s duties include the assessment and provision of PPE (where it is found necessary during a risk assessment), ensuring PPE is suitable for use, the maintenance and replacement of PPE, and other duties around the information, instruction, training, and use of PPE. The employee’s duties under the PPER 1992 are to report loss and defects in the PPE which they are provided, use the PPE in accordance with the training and instruction provided, and to ensure PPE is returned to the accommodation provided by the employer.

The High Court found that the PPE Directive required these duties to be extended to limb (b) workers. Therefore, HSE is making amendments to the PPER in order to align with the court’s judgment.

During the summer of 2021, HSE hosted a formal public consultation on the HSE Consultation Hub on the proposed amendments to the PPER 1992, inviting stakeholders to participate. The HSE has now published its consultation outcome (copy attached).

What next?

HSE currently plan to introduce the amending regulations in early 2022 and expect the regulations to come into force on 6 April 2022. HSE will also publish updated guidance to support businesses that are impacted by the changes and ensure workers are aware of their extended rights in respect of PPE in the workplace.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 567/21 – HSE – Proposed Changes To The Personal Protective Equipment At Work 1992 Regulations (PPER)

HSE-Amendments to the Personal Protective Equipment at Work Regs Consult…

View Online

Covid-19 Guide On Ventilation And CO2 Monitoring To Help Combat Airborne Covid-19 Transmissions:

The main way in which people are infected with the Covid-19 virus is through inhalation of air carrying very small fine droplets and aerosol particles that contain infectious virus. Risk of transmission is greatest within indoor, stuffy, poorly ventilated, crowded rooms, spending long periods near an infected person where the concentration of these very fine droplets and particles is greatest and the air is not being changed.

People release very fine respiratory fluid droplets and aerosol particles during exhalation. The smallest of these fine droplets are small enough to remain suspended in the air for minutes to hours if ventilation is not changing the air and can carry virus and transmit infection if inhaled by another person.

There is robust evidence supporting the significance of airborne aerosols in the transmission of the Covid-19 virus. Implementing effective ventilation systems reduces airborne transmission of Covid-19 aerosols.

Employers must adopt strategies to ensure sufficient ventilation rates and to avoid simple recirculation of air in workplaces.

Carbon dioxide (CO2) sensors can be used as indicators of the build-up of exhaled air and serve as a simple way to monitor and optimize ventilation. Most CO2 monitors are the Non-dispersive Infrared (NDIR) type, and these are the ones that should be used. The aim is to measure CO2 levels from human breath, so testing should be done when the space has its normal users in it, doing their normal activities, and not when areas are empty or underpopulated.

The British Occupational Hygiene Society (BOHS) has published very simple guidance on CO2 monitors (copy attached).

Assuring a minimum ventilation rate of 4 to 6 air changes per hour (ACH) and maintaining carbon dioxide levels below 700 to 800 ppm is advised, although the ventilation type and airflow direction and pattern should also be taken into account. The World Health Organisation also recommends ventilation rates of 8-12 litres per second per person (l/s/p). The World Health Organisation has set out a “Roadmap to improve and ensure good indoor ventilation in the context of Covid-19” and this is available at the following link: https://www.who.int/publications/i/item/9789240021280

HSE Advice
The UK Government has provided guidance available at: https://www.gov.uk/guidance/working-safely-during-covid-19/offices-factories-and-labs#offices-3-1 on ventilation and the use of CO2 monitors, pointing to HSE advice (copy attached). This includes: ‘Identifying poorly ventilated areas and using CO2 monitors’.

Risk Assessment

The priority is risk assessments to identify areas of the workplace that are usually occupied and poorly ventilated, prioritising these areas for improvement to reduce the risk of aerosol virus transmission.

There are some simple ways to identify poorly ventilated areas:

• Look for areas where people work and where there is no mechanical ventilation or natural ventilation such as open windows, doors, or vents.
• Check that mechanical systems provide outdoor air, temperature control, or both. If a system only recirculates air and has no outdoor air supply, the area is likely to
  be poorly ventilated.
• Identify areas that feel stuffy or smell bad.
• Use carbon dioxide (CO2) monitors. People exhale carbon dioxide (CO2) when they breathe out. If there is a build-up of CO2 in an area, it can indicate that ventilation needs improving. Although CO2 levels are not a direct measure of possible exposure to COVID-19, checking levels using a monitor can help you identify poorly ventilated areas.
• Take multiple measurements in occupied areas to identify a suitable sampling location to give a representative measurement for the space. In larger spaces it islikely that more than one sampling location will be required.
• Take measurements at key times throughout the working day and for a minimum of one full working day to ensure the readings represent normal use and occupancy.
• Recording CO2 readings, number of occupants, the type of ventilation in operation, and the time and the date will help to decide if an area is poorly ventilated.
• CO2 measurements should be used as a broad guide to ventilation within a space rather than treating them as ’safe thresholds’. Outdoor levels are around 400ppm and indoors a consistent CO2 value less than 800ppm is likely to indicate that a space is well ventilated. An average of 1500ppm CO2 concentration over the occupied period in a space is an indicator of poor ventilation. Action should be taken to improve ventilation where CO2 readings are consistently higher than 1500ppm.Where there is continuous high levels of physical activity (such as dancing, sport or exercising), providing ventilation sufficient to keep CO2 levels below 800ppm is recommended.
• Face Masks, a mitigation put in place to address droplet transmission, is also effective in reducing the chances of aerosol inhalation because aerosol concentrations are
  much higher in close proximity to an infected individual.
• The WHO, and public health agencies, still recommend maintaining physical distancing where it is possible as another mitigation. However, distancing is not always sufficient to protect against aerosols that travel a significant range. Airborne transmission of Covid-19 occurs in poorly ventilated rooms when occupants inhale infectious room air.

Ventilation and Aerosols

• Additionally, although distancing helps by moving people away from the most concentrated parts of respiratory plumes, distancing alone does not stop transmission and is not sufficient without other measures, such as ventilation. The number of people emitting infectious aerosols, and the amount of time spent in enclosed spaces and the unknown number of asymptomatic infected individuals present in specific environmental settings is an additional challenge in respiratory disease control.  Engineering measures to reduce aerosol concentrations through ventilation, disinfection, masks etc., remain critical to reducing airborne transmission risks.
• It is absolutely clear that airborne transmission is a major pathway for the spread of Covid-19. It is worth noting that measures to improve indoor air quality will lead to health benefits extending well beyond the Covid-19 pandemic.
• Several organisations have published advice on ventilation systems and air quality. These include CIBSE (Chartered Institution of Building Services Engineers), see:
  https://www.cibse.org/news-and-policy/august-2021/new-air-cleaning-guidance-for-reducing-covid-19-sp, and BESA (Building Engineers Services Association) and REHVA (Federation of European Heating Ventilation and Air Conditioning Associations) – see; https://www.thebesa.com/media/837805/besa-guidance-covid-19-practical-measures-for-building-services-operation.pdf).

Use of Air Cleaning and Filtration Units

• Air cleaning and filtration units which employ either high efficiency particulate air (HEPA) filters or ultraviolet-based devices are also advocated by some organisations to help remove viruses and other pathogens and allergens from the air. However, they are not a substitute for ventilation and the HSE has been clear that employers should prioritise any areas identified as poorly ventilated for improvement in other ways before considering using an air cleaning device. Therefore, they should only be used in addition to, not instead of, adequate ventilation. Testing is still being done on filtration and UV devices. The UK Government has announced it is conducting a trial of filtration units in schools, but this is not expected to report until 2022.

Action for Reps
Below are some standards that Safety Reps will find useful when discussing this matter with management. Seek to agree these standards for ventilation rates:

– A minimum ventilation rate of 4 to 6 air changes per hour, or
– Maintaining CO2 levels below 700 to 800 ppm, or
– Ventilation rates of 8-12 litres per second per person (l/s/p).

(Note: The Health, Safety & Environment Department has raised the issue of providing CO2 monitors and improved ventilation and space standards in the RMG and POL Buildings Estates.)

Further Information:

World Health Organisation“Roadmap to improve and ensure good indoor ventilation in the context of Covid-19” March 2021 https://www.who.int/publications/i/item/9789240021280

UK government guidance 

https://www.gov.uk/guidance/working-safely-during-covid-19/offices-factories-and-labs#offices-3-1

HSE guidance 

https://www.hse.gov.uk/coronavirus/equipment-and-machinery/air-conditioning-and-ventilation/assesssment-of-fresh-air.htm

CIBSE (Chartered Institution of Building Services Engineers)

https://www.cibse.org/news-and-policy/august-2021/new-air-cleaning-guidance-for-reducing-covid-19-sp

BESA (Building Engineers Services Association) and REHVA (Federation of European Heating Ventilation and Air Conditioning)

Click to access besa-guidance-covid-19-practical-measures-for-building-services-operation.pdf

BOHS (British Occupational Hygiene Society)
https://www.bohs.org/app/uploads/2021/09/CO2-Monitoring-and-Covid-19-Some-Basics.pdf

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 566/21 – Covid-19 Guide On Ventilation And CO2 Monitoring To Help Combat Airborne Covid-19 Transmissions

BOHS-CO2-Monitoring-and-Covid-19-Some-Basics

HSE-using-co2-monitors-to-identify-poor-ventilation

View Online

CHRISTMAS AND NEW YEAR PAY ARRANGEMENTS FOR DECEMBER 2021

We have received enquiries into the departments whether the pay dates for Royal Mail Property & Facilities Solutions (RMPFS) are the same as the rest of Royal Mail operations.

We can confirm the dates are the same.

For clarification, please see the tables attached to this LTB, which also gives the overtime rates and varied arrangements for Scotland.

Any enquiries regarding Engineering and Admin should be addressed to the PTCSDepartment, quoting reference 301. Email address: khawkins@cwu.org and enquiries for Cleaning to the Outdoor Department quoting reference 170. Email address: njones@cwu.org

Yours sincerely

Carl Maden                                                                                   

Assistant Secretary

Mark Baulch

Assistant Secretary                                                              

LTB 565/21 – Christmas and New Year Arrangements for December 2021

Attachment to LTB 565/21

Royal Mail Group – 2021 Free Flu Voucher Scheme Offer – Update & Reminder:

This is an update on the above nationally agreed RMG 2021 Free Flu Voucher Scheme, further to LTBs 341/21, 346/21 and 414/21 which as previously reported, provided a ‘Free Flu Voucher’ to all RMG employees.

This year’s scheme is the biggest ever with, for the first time this year, 110 ‘on-site flu jab clinics’ at Royal Mail Group’s (Royal Mail and Parcelforce) largest site, along with the option of an online, downloadable ‘digital flu jab voucher’ which can be redeemed at 4,000 locations, including pharmacies and supermarkets. A third option for those members living in remote locations was to use an alternative flu jab provider, with a refundable maximum cost of £15.

Summary of the Scheme to date:

• All 110 on-site flu clinics have been completed with 233 sessions in total.
• Clinics started on 1 October 2021 – so far 7,392 vaccinations have been recorded with further numbers to be added.
• 7,414 digital vouchers have been downloaded and 2,747 have been redeemed.
• Total vaccinations to date is 10,178 versus last year’s final redeemed voucher total of 9,705.
• Multimedia communications with programme updates and promoting take up will continue through to the end of December when the scheme closes.

The move to mandatory face coverings in all RMG indoor settings and ongoing hygiene prevention reminders can support the winter health and flu campaign.

Influenza

Influenza (flu) is one of the most significant causes of illness during the winter months. Flu is a respiratory illness caused by a virus, which is highly contagious and can lead to severe ill-health. In 2017 a large number of the Royal Mail Group workforce, over 31,000 employees were affected by flu which was a 31% increase on the previous year with over 127,000 days lost to the flu. Those unfortunate enough to catch flu suffered debilitating pain, nausea, high fever, headache and muscle aches, cough, sore throat, tiredness and discomfort plus time away from work. This meant that in addition to members being unwell, the service to customers was badly affected.

Considering the risk of flu and the Covid-19 Omicron variant co-circulating again this winter, Royal Mail Group and the CWU are jointly encouraging all members to take up the opportunity to have the flu jab and in doing so reduce their risk of getting flu, becoming unwell and passing it onto family, friends and work colleagues.

REMINDER

Those members intending to utilise the ‘Free Flu Jab’ scheme and redeem their voucher have until the 31 December to do so.  Would all Area and Unit Reps please remind all members to seriously consider taking up the ‘Free Flu Jab’ offer before the closing date of 31 December 2021. Thank you.

See attached copy of the most recent RMG communication reminder.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 563/21 – Royal Mail Group – 2021 Free Flu Voucher Scheme Offer – Update & Reminder

Dec21 Flu Reminder

View Online

Royal Mail Group – Provision of Personal Attack Alarms To Postal Workers

This is a further short update following LTBs 422/2021 issued on 6 October 2021, 435/2021 issued on 11 October 2021 and 455/21 issued on 26 October 2021.

As previously reported, agreement had been reached between the CWU Health, Safety & Environment Department and Royal Mail Group for the provision of Personal Attack Alarms for CWU members and that following discussions with Royal Mail Group and ‘Dimensions’ the company’s work-wear supplier, it had been agreed that the new Personal Attack Alarms (PAAs) would be made available on the Royal Mail Group website/uniform ordering portal, following which CWU members could pre-order the item.

I’m pleased to report further progress as follows; On Thursday 21 October, the Personal Attack Alarms went live on the Royal Mail uniform ordering portal for pre-orders of the alarms and orders have to date reached 6,120 which both sides are delighted with.

As previously reported, a first initial order for 5,000 alarms was placed with manufacturers which was followed up with a second order for a further 5,000 alarms and there are plans to shortly place a third order.

The Personal Attack Alarms (PAA) are currently being tested to receive safety certification which we expect to be straightforward and shortly Royal Mail/Dimensions should be dispatching the PAA Alarms to those members who have placed orders.

A further report to Branches will be made in due course.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 562/21 – Royal Mail Group – Provision of Personal Attack Alarms To Postal Workers

View Online

Tackling Damaged Parcel Spillages in Mail Centre, Parcel Sorting Machine (PSM) Areas – ‘Spill Kits’:

This is to remind Branches, ASRs, Engineers and Cleaners of the process for dealing with spillage incidents in Mail Centre, Parcel Sorting Machine (PSM) areas.

Following an increase in the number of spillage incidents reported in 2019/20 where parcels have been damaged and the contents spilling within the PSM, a trial of a new procedure and spill kits was introduced.

To assist PSM Offices, a poster was created and was put on display around all PSM machines. This poster is designed to reinforce the ‘Stay Calm’ process.

All PSM sites were provided with the poster along with guidance on how to address packaging issues with customers.  The guidance is a lift from the ‘Stay Calm’ guide and can also be found on the RM Intranet.

A trial of spill kits was carried out at Chelmsford MC and Warrington MC to assist with any future spillage incidents. These kits are stored in the PSM area near the manager’s station. The kits are available for use by managers and operators to assist them with the containment and clear up of spills within the PSM area.

Following the trial, feedback was collated and reviewed by the PSM Safety Forum. The kits were well received and deemed successful and were deployed to all PSM sites.

The Spill kit contains:

2x Absorbent mat (chemical sorbent multi-format compliant to BS7959-1)

1x Pair of protective gloves (complies to EN374-2:2003)

1x Disposable dustpan and brush

1x Disposal bag

1x Bag tie

1x User instructions

1x Hazardous waste disposal label 

The spill kit is not designed to replace the ‘Stay Calm’ on-line manual process. The spill kit is only designed to be used if you can answer ‘No’ to all three risk assessment questions as highlighted on the poster.

Attachment:

Damaged Parcel/Spillage Poster.

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

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 561/21 – Tackling Damaged Parcel Spillages in Mail Centre, Parcel Sorting Machine (PSM) Areas – ‘Spill Kits’

Damaged Parcel Poster Issue 2

View Online

Royal Mail Group (SHE) Safety Flash FY21 001 – Spill Kits For Spills of Oil and Fuel In Yards – Oil and Fuel Spills Can Cause significant Environmental Damage: (Reminder)

Overview: 

Spills of oil and fuel in yards can cause significant environmental damage.

Description, Issue and Impact/Effect: 

There have been a number of spill incidents in RM sites recently, both from vehicles and bulk fuel tanks, e.g, a 7.5t vehicle suffered a defective fuel pump and diesel was spilt on the approach road, and in the yard. There were spill granules on site, but these were not deemed sufficient to absorb the spill, so the PPFS Helpdesk was called. The clean-up contractor did not arrive for 8 hours. Environmental incidents need to be dealt with immediately to reduce the on and off-site environmental impact.

Learning Points 

All sites where operational vehicles visit or park and/or where oil or fuel is stored should have spill kits readily available for use.

• Spill kits should be used to stop pollutants getting to vulnerable areas like drains and grassland/soil.
• Spill kits can become damaged or depleted. Check spill kits and reorder if necessary.
• Ensure an ERICA report is completed to report any spillages/environmental incidents.

Key Messages and Activity 

• Oil/fuel spill kits must be available/accessible on sites where operational vehicles are parked or visit.
• Spill kits to be deployed quickly, to prevent spillages getting into unprotected ground or drains.
• Set out and understand RMG policy at local level/check and restock/provide spill kits (available from ‘ARIBA’).
• Provide training to all operational areas that could have a spill, drivers locally, managers and PPFS cleaning staff, using ‘Stay Calm On-Line Manual’.

Area Health and Safety Reps 

This is being issued as a reminder. Would all CWU Area Health and Safety Reps please note and communicate the content of the Safety Flash, supporting the key messages and learning points, reminding members of the importance of looking after their own safety as well as the safety of work colleagues and to report all fire safety hazards and unsafe working conditions.

Attachment:

RMG SHE Safety Flash FY21 001 ‘Spill Kits’.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 560/21 – Royal Mail Group (SHE) Safety Flash FY21 001 – Spill Kits For Spills of Oil and Fuel In Yards

SHE Flash FY21 001 Spill Kits

View Online