Update on HGV drivers average holiday pay from national officer Davie Robertson https://twitter.com/cwunews/status/1498313839212957705?s=21
Royal Mail Group (SHE) Safety Flash FY22 04 – Special Instructions To Delivery Staff Regarding Addresses With USO Exceptions/Delivery Suspensions In Place:
Overview, Background, Description:
Royal Mail Group’s Safety Team have issued RMG SHE Safety Flash FY22 004 regarding Special Instructions To Delivery Staff in respect of Addresses With USO Exceptions/Delivery Suspensions In Place. See a copy of the SHE Flash attached. Special instructions must be displayed on RM2000 delivery prep frames to notify all postmen and postwomen/OPGs of any delivery suspensions or alternative delivery arrangements that may be in place for any address which has a USO Delivery Exception in place. The current practice is that Yellow dots must be in place on delivery frames to identify significant dog hazards.
In a recent case a postwoman was covering an unfamiliar delivery round. The RM2000 delivery prep frame wasn’t marked with yellow dots and she wasn’t informed or provided with information regarding an address with a delivery suspension in place due to a dangerous dog. Subsequently whilst delivering to the said address she was attacked by the dog and received life changing injuries.
Sometimes it is necessary to use the USO Exception process to advise, warn or to suspend delivery of mail due to significant health and safety risks. Where a suspension is active and until robust controls are in place, customers should be advised to collect their mail from the delivery office CSP, or notified that alternative arrangements for delivery of mail e.g., to an alternative address have been agreed.
Inspections have identified that in some cases no instructions are provided on delivery frames to advise employees of these temporary measures. Additionally, where the risk is due to a dangerous dog, yellow dots are not being used to identify the hazard. This maybe a particular issue where revisions have taken place and new frame labels have been printed.
Postmen and women/OPGs unfamiliar with delivery walks need to be made aware and informed of any hazards such as dangerous dogs or hazardous delivery points and the temporary controls in place.
Failure to inform postmen and women/OPGs could result in personal injury – as in the recent dog attack case highlighted above – serious life changing injuries occurred.
Ensure that all USO Delivery Exceptions and Suspensions, along with alternative delivery arrangements are identified on the delivery frame through the use of the special instruction card. Significant dog hazards, recorded on WRAP, must be identified by a yellow dot on the frame. The USO Sharepoint should be used to request letters to notify customers of any concerns.
- Ensure all significant risks are identified on WRAP with up to date hazard cards on all delivery frames.
- Ensure that all significant dog hazards are identified with a yellow dot on the delivery frame.
- Ensure that OPGs are aware of all active suspensions and the controls in place.
- Ensure that special instruction cards are placed on delivery frames to identify any delivery addresses with a part or full suspension, with details of the temporary controls.
- Ensure that OPGs are aware that they must ALWAYS check hazard cards prior to commencing delivery and identify mail for addresses with a known dog hazard.
- Ensure USO SharePoint is used to request letters to notify customers of any risk/concerns.
DOMs should review all active suspensions on the ‘USO Sharepoint’ and ensure that appropriate special instructions are visible on all associated delivery frames and brought to the attention of all delivery staff by ensuring that all delivery frames are marked with yellow dots to indicate significant dog hazards, as identified within WRAP and by referring to the RM Delivery SSOW and SOP D17.1 ‘Prepare For Delivery’.
RMG SHE Safety Flash FY22 04 – Special Instructions for USO Exceptions
National Health, Safety & Environment Officer
Provision of Factsheets and Toolkits – Department Review
We are writing to confirm that the Equality, Education and Development department will be undertaking a full review of the factsheets and toolkits that we currently administer.
Our NEC Equality Leads will be assisting us in this process.
Please note that the link used to access factsheets on the CWU website will be temporarily unavailable from today.
It would be helpful if branches could dispose of all old stock paper copies of factsheets and toolkits to avoid outdated literature being circulated to members.
Apologies for any inconvenience this may cause we hope to have the review completed in the next couple of months and we will update you once this work has been completed.
Any queries on this LTB should be directed to firstname.lastname@example.org
Head of Equality, Education & Development
CWU Statement on Russian invasion of Ukraine
Branches will understandably be concerned regarding the recent escalation of conflict in Europe. Trade Unions from across the globe have called for peace and for a negotiated solution to the end of the war to bring about a return to security for all in Europe, Ukraine, and Russia. The Communication Workers Union has joined these calls with the issuing of the attached statement, and we would urge branches to publicise this to members.
We stand in solidarity with the people of Ukraine, and importantly, with all of our members here in the UK who are from Ukraine who will be understandably concerned about the safety of their family, friends and their communities.
Any enquiries on the above LTB should be addressed to the General Secretary at email@example.com.
POSTAL DEPARTMENT INDUSTRIAL TRAINING UPDATE AND BASIC ORGANISING WORKSHOP
Further to LTB 374/21 circulated to Branches and Representatives on 7th September 2021, the purpose of this communication is to provide an update regarding some further developments in relation to Postal Industrial Training.
In response to LTB 330/21 circulated on 11th August 2021, a total of thirty Reps put their names forward to attend the Train the Trainer courses. The first session was held in Birmingham on 27th and 28th October 2021 for the updated Dispute Resolution Procedure (DRP) / IR Framework training, as well as Conduct code. An additional online session was also held on 10thNovember 2021 as a refresher, only for those industrial tutors who were to deliver the DRP training. The Attendance training did not feature at this stage, due to the ongoing policy negotiations and the possibility of changes near that time.
Undoubtedly, the Covid Pandemic impacted on the ability of the Postal Department to match the volume of face to face Industrial Training that was delivered pre-pandemic. The Postal Executive therefore recognised the importance of taking steps to re-energise face to face Industrial Training in 2022.
It is apparent that the number of available trained tutors varies from area to area and it is important that, as an initial first step, the gaps in training are highlighted going forward. Each Division has now identified a lead Divisional Rep for training, who will act as a conduit between the Field and the DGS(P) Department. They will also proactively liaise with Branches, to help ascertain their exact needs in terms of Industrial Training. The list of Divisional Training leads is attached (Attachment 1). This approach should also be used to notify the DGS(P) Department of further potential new trainers, so that the appropriate tuition is provided at an early stage.
Divisions and Branches are encouraged to have Industrial Education and Training as a standard agenda item for their meetings and the appropriate Branch training facilities should be identified by Division. This will enable Reps to attend the nearest site, when this proves to be beneficial in terms of numbers.
Branches should ensure that the names of all attendees of the various courses are relayed to Patryk Haracz (firstname.lastname@example.org) so that an updated and ongoing list can be kept in the DGS(P) Department of all the trained Reps, together with their Branches and Workplaces.
In relation to the Postal Department Education and Training Sub-Committee, Branches will be aware that John Hunt has recently left the Business. I would like to thank John for all of his work in helping to establish the Postal Industrial Training programme. Saf Khan has agreed to now lead this Sub-Committee on behalf of the Postal Executive and will be supported by Divisional Reps Bob McGuire, Mark Bolton and Steve Wisely. There will also be DGS(P) Departmental support available for the sub-group, as required.
The Postal Executive have also now endorsed the content of an Industrial Organising Workshop that has been designed on behalf of the DGS(P) Department by Lynn Browne, Postal Executive member Saf Khan and Divisional Rep Bob McGuire. This is a bite-sized course to give our Local Representatives the confidence and skills to recruit non-members and new entrants on their shifts or in their units.
The course material will be stress tested with Reps from a number of locations, who are currently being identified. Once this has occurred, it is our intention to seek volunteers from the list of current industrial trainers to attend a further Train the Trainer event on this topic. This will help with the rollout of the workshop training and equip Reps with the tools necessary to help in delivering this initiative.
This work is particularly timely given the focus on Recruitment and retention from both the General Secretary Department and Organising Department, as well as the national GROW campaign. This Industrial Training will also undoubtedly complement the overarching recruitment activity that is currently taking place.
Branches will appreciate the importance of rolling out this training package, if we are to give our Reps the best possible chance of recruiting both the 17,838 non-members in the Postal constituency, as well as the new entrants.
In closing, I would like to thanks Lynn Browne, Saf Khan and Bob McGuire for their work in developing the course material at pace and I have no doubt that this will prove to be beneficial to all of our Reps. Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Deputy General Secretary (Postal)
Benefit in Kind Tax – Change to P11D Process
The purpose of this LTB is to advise Branches and Representatives of a change that Royal Mail Group (RMG) are making to the way Benefit in Kind tax is to be processed in payroll and reported to HMRC. This is a change that RMG are making from the start of the new tax year on 6th April 2022, in advance of HMRC making it mandatory in the near future.
The change relates predominantly to any Benefit in Kind tax on employee benefits either from My Bundle+ or on Company cars and Private Medical etc. This is currently reported to HMRC through an annual P11D report, but will be replaced by the real-time pay-rolling of benefits going forward.
Switching to real-time processing of changes in tax liability should eliminate the confusion that is sometimes a result of the 12 to 18-month delay in tax code changes through the current annual P11D process. The pay-rolling of benefits will happen automatically in Payroll, off the back of the weekly / monthly benefits pay deduction process, making it more efficient and reducing the risk for human error.
Attached is a draft communication (Attachment 1), which will be sent by the Business to all employees around 1st March 2022 as part of the management’s My Bundle+ annual renewal home mailing initiative. Also attached is the FAQ document (Attachment 2) which will support the communication from RMG, that Branches and Representatives may be able to use to answer any questions that arise.
It should be made clear that My Bundle+, Company cars, Private Medical and so on are RMG initiatives and are not agreed with the CWU.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Deputy General Secretary (Postal)
CWU General Conference Agenda Pad
Branches would wish to know that the 2022 General Conference Agenda Pad has now been published on the website and can be accessed using the following link:
Pdf. copies have also been attached. Hard copies of the agendas are in the process of being printed and will be distributed to branches when completed.
Any enquiries to this Letter to Branches should be addressed to email@example.com or call 020 8971 7256.
A P Kearns
Senior Deputy General Secretary
Pathway to Change Agreement – The Big Trust Survey 2022
Further to LTB 059/22 circulated on 9th February 2022, Branches and Representatives will be aware that the final interim trust survey has now been held.
The 2021 Big Trust Survey was a departure from the previous paper-based employee survey and contained a reduced, more concentrated question set. This theme has continued and the next annual Big Trust Survey is to be conducted online from 4th – 24th April 2022. In advance of this and in order to continue our joint involvement, meetings have taken place with Royal Mail Group to discuss and agree the joint arrangements and messages prior to the survey being launched.
The survey will be accessible via QR code, weblink or the RMG People App and promoted jointly in order to maximise the number of participants. This will ensure that all members have the opportunity to register their views and provide the information which will then be used locally to agree an action plan for their unit or shift. At the time of writing, the ability to access the survey via the PDA is also being scoped and examined by the relevant technical team but may well require a small scale trial run to ensure that it does not interfere with the functioning of the PDAs.
Pay numbers are not required but the unit or shift where the feedback has occurred will be identified through the QR code. This will allow further joint analysis to take place and can lead to intervention (where required) by the local parties in the first instance.
It is worth noting that the 5 key questions that make up the Royal Mail Trust Score have a gateway of 70% on a national basis for managerial bonuses. This is a massive departure from the previous surveys and will be the first time that our members have a genuine opportunity to express a view on how they feel they are treated in the workplace which can reflect on how they are positively or negatively managed, which could have an impact on managerial reward. The results of this survey will therefore provide the best indication to date whether trust is improving.
Joint communications are currently being planned and discussed and will start to land week commencing 28thMarch 2022. The agreed joint communication plan will include leaflets to workplaces, joint events with Simon Thompson (Chief Executive Officer of Royal Mail) and myself through Facebook live and other channels as well as a jointly agreed postcard to home addresses. The survey will also be promoted through emails from Royal Mail, via messages on the PDA, printed on payslips and through additional joint communications in the workplace.
The Divisional Representatives and the equivalent Field Officials in the other RMG business units will continue to have a key role to play by ensuring that the Big Trust Survey is placed as a standard item on the meeting agenda with their respective Managers and is discussed at Divisional meetings.
Whilst there may be an element of cynicism amongst some members, the continued importance of the joint action plans to improve trust, culture and the working environment cannot be underestimated.
It was evident that the challenging revision timetable in 2021 did not provide Representatives in some units with the space and time to fully engage in this process. There is however, an opportunity to refresh this approach in 2022 and the intention is to highlight examples of workplaces where this has been successful through joint communications.
The requirement for agreed action plans will be a central point of the joint communications plan with a renewed focus on jointly attempting to pick out and resolve issues of concern that are highlighted in the workplace.
Local Representatives can effectively use the information and associated timelines for resolution as a means of securing progress on the specific issues that members raise in the workplace.
Branches and Representatives will appreciate that the most improved areas of the interim surveys were those where there was open and honest communication as well as a joint approach with CWU Representatives and Managers working together to create the right environment for cultural improvement. It is also crucial that the action planning that takes place is conducted jointly with genuine input from members and is not seen simply as a ‘box-ticking’ exercise by Managers. Representatives should continue to challenge where this is not the case.
Whilst specific functional questions have jointly been seen as a success and will be included again in the interim surveys later in 2022, due to the technical difficulties in breaking these down over the entirety of the workforce, such questions will not be included in the Big Trust Survey.
Improving Culture and Trust
In the 2021 Big Trust Survey there was the option to include comments on the question ‘What would you like to see change where you work to help build better relationships?’ Over 20,000 individual comments were received which were then broken down by theme.
The most common feedback was around managerial credibility and was summarised as “Common themes emerged around Managers lacking interpersonal skills and not being approachable. Different Managers say different things, or go back on what they’ve said which depletes trust levels. Not being present or not being there for their people drives a them and us culture.”
In terms of units with continually bad scores or that have become considerably worse, these areas should be an obvious focus for joint work to identify and improve problems on a local basis. Where appropriate and following the conclusion of the trial that is currently underway, pro-active cultural reviews of the type that have proved successful at Bridgwater and Whitechapel DOs may be considered.
Branches and Representatives will understand that improving culture, trust and the working environment continues to remain central to growing the business and ensuring a successful future. This will help to enhance the terms and conditions of our members going forward. It should continue to be the ambition of all Representatives who wish to encourage an accurate picture of the offices they represent to ensure that as many members as possible take part in the survey and provide honest feedback.
In closing, I would like to thank Postal Executive members Katrina Quirke, Shelley Banbury, and Rob Wotherspoon for their continued work on the Trust Survey.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Deputy General Secretary (Postal)
Coronavirus Update – Further Easing of Covid-19 Restrictions in Scotland:
Further to earlier LTBs, the Scottish Government First Minister announced on Tuesday the easing of a number of Covid-19 control measures and restrictions in Scotland, in respect of the ending of legal requirements for face masks and Covid vaccine passports as part of a sustainable return to a normal way of life.
Face masks will no longer be legally required to be worn in indoor settings from Monday 21 March. The First Minister stated that the wearing of face coverings in shops and other indoor public places will still be “strongly recommended” but voluntary.
Covid Vaccine Passports for nightclubs and major events etc., will end a month earlier on 28 February.
The Scottish First Minister Nicola Sturgeon also said in Tuesday’s announcement that while legal requirements would be removed for face masks and Covid Passports, rules around testing and self-isolation will remain in place, currently either 7 or 10 days depending on vaccination status but will remain under review. For now, people who test positive for Coronavirus will still be asked to self-isolate in Scotland.
Although the scrapping of free lateral flow tests is imminent in England, lateral flow tests and PCR tests will remain free in Scotland for the time being, during the transition period.
Those in Scotland who have Covid symptoms are still advised to get a PCR test, while lateral flow testing recommendations will be relaxed to ask people to test twice a week rather than before going out to mix with others or socialise.
Scotland will relax many of its remaining rules in March, and measures are also gradually easing in Wales and Northern Ireland.
All remaining Covid legal restrictions in England have been removed as of today 24 February as part of the Prime Minister’s ‘Living with Covid’ plan.
It means people who test positive for Covid in England are no longer legally required to self-isolate, although they are still advised to do so.
See attached interim message extract from Dr. Shaun Davis Royal Mail Group Director of Safety issued yesterday regarding Scotland with a further message to follow which should confirm the removal of mandatory face masks in Royal Mail Group Scottish workplaces. A further LTB will be issued covering this in due course.
Royal Mail Group will continue to supply face masks to those members wishing to continue wearing them, both disposable and three ply cotton washable types.
Royal Mail Group in consultation with the CWU continues to monitor announcements across the UK.
Note; that in the event of any Unit Covid outbreaks/case clusters Covid secure restrictions and controls may be re-introduced following the Covid Unit Risk Assessment and control process in consultation with the CWU.
National Health, Safety & Environment Officer
An important pay claim update for members in Royal Mail Group (including parcelforce).
Please share this video from DGSP Terry Pullinger as far and wide as possible.