UN ANTI-RACISM DAY – SATURDAY, 19^TH MARCH

Further to previous LTBs, Branches will be aware that UN Anti-Racism rallies, supported by the TUC, will be taking place across the UK on the weekend of the 19^th March in London, Glasgow and Cardiff.

Furthermore, in keeping with previous years this will be part of a global show of solidarity with similar rallies planned across the world.

We strongly encourage branches to attend one of the UK planned rallies and to ensure CWU banners are on show. We also want to see a strong CWU presence on social media with lots of photos using #MarchAgainstRacism.

Full details of the UK rallies can be found: here

Any enquiries on the content of this LTB please contact Kate Hudson on equalityand education@cwu.org.

Yours sincerely,

Dave Ward
General Secretary       

Kate Hudson
Head of Equality, Education & Development

22LTB 122 – UN ANTI-RACISM DAY SATURDAY 19TH MARCH

View Online

Specsavers’ Radio Advert – Portraying a Dog Attack on a Postal Worker:

The Health, Safety and Environment Department has received a number of enquiries and complaints from CWU Reps and members regarding a ‘Specsavers’ radio advert portraying a dog attack on a postal worker.

Representations were made to the Joint CEOs of Specsavers about the advert in which we also requested that the advert be withdrawn and taken off the air.

I’m pleased to report that a very prompt reply was received from Specsavers’ Director of Public Relations in which the company agreed to withdraw the offending advert from Monday.

See attached exchange of correspondence with Specsavers for your information.

Specsavers tried to play it down somewhat, as have other companies in the past that have sadly produced adverts with dog attacks on postmen featured such as ‘Plusnet’ and ‘Southern Trains’.

However, the main thing is that Specsavers are stopping the advert and withdrawing it.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB121 ‘Specsavers’ Radio Advert – Portraying a Dog Attack on a Postal Worker

Specsavers

View Online

CAPITA TVL: PAY 1^STJANUARY 2022 – REJECTED OFFER

Further to LTB115/22 dated 11^thMarch.

Branches are advised we met with our Capita TVL Reps yesterday.  A good discussion was held around Capita’s current position on pay 2022 along with our aspirations and we reached a consensus view that the current pay offer is inadequate, especially in today’s economic climate.

As a consequence, we have written to Paul Johnston, Managing Director again today, inviting him to improve the offer.  We also indicated we are willing to meet again to see if there is any possibility of closing the gap between the two respective positions.

 Next Steps

A further report will be provided to the Postal Executive in due course and we will then determine next steps.  In the meantime, we hope for a positive response from Paul Johnston as it is vital to receive an improved offer to avoid the possibility of conflict.

Further developments will be reported.

Yours sincerely

Andy Furey

Assistant Secretary

LTB 120/22 – Capita TVL Pay – 1st January 2022 – Rejected Offer

View Online

Royal Mail/CWU Joint Statement on Indoor Workload Tool – Planning Value & Version 8 Update

Discussions have been taking place with Royal Mail over many months regarding the Indoor Workload Tool (IWT) and the change from version v7.5 to v8.0 to better reflect current processes and ways of working in Delivery Offices.

Many of the PV’s in the current version of IWT (v7.5) no longer reflect how the operation works and the system needs to be more agile so that as Royal Mail introduces new products and services.  The tool can then be updated quicker without having to make costly code changes. In addition, within IWT there is currently a limited amount of data analysis of what happened in previous weeks and some traffic data isn’t available until after the WRM is scheduled to happen. This means offices are making decisions without the most recent data and having to use excel for more detailed analysis.

Furthermore, as part of the Productivity Joint Working Group activity it was identified that there was an historic error in the calculation of workload for unloading Parcels which was recently identified during a joint RM & CWU audit as part of the productivity deep dives. This error has meant that offices have been credited too many hours for Receiving, Handling and Sorting Parcels, resulting in RM potentially planning their resource incorrectly. The release of version 8 of IWT will correct this.

Both parties recognise that the move to version 8 of the IWT is one of the biggest changes for many years to the system and its core planning and further believe that the update will assist in improving local unit’s ability to resource correctly, efficiently and with a greater level of transparency in line with mandatory Weekly Resourcing Meetings.

Therefore, we have agreed the attached Joint Statement which includes all of the background information, fully explains what IWT is, the rationale for the changes, what is not included at this time and is subject to ongoing discussions and finally the next steps and future reviews.

We have been clear in the Joint Statement that the use of IWT v8 will not change the total target work hours for a unit and that Unit managers and reps should continue to work together to determine the resource level required, to cover their forecast workload and achieve the unit’s overall WIPWH target.

In addition, to help give us further confidence that units base data and recording of hours is accurate, we have agreed that through each Weekly Resource Meeting managers and reps should use it to process and validate the Configuration data in IWT to ensure it is up to date and accurate and where errors are identified update this data.

Included in the Joint Statement at Annex A, is a full list of all values that are affected by this version release. In addition, we have also ensured at Annex B that a ‘joint checklist’ has been established to assist local DOMs and CWU Reps to ensure that the local AutoIWT (Indoor Workload Tool) data for their unit is accurate and up to date.

We have also agreed that the validation exercise will form part of discussions at all relevant Strategic Involvement meetings to ensure it has been completed.

In respect to all the above we have identified circa 40 units that have the greatest associated impact as a result of the changes linked to IWT v8. As such it has been agreed that for a 4-week period that they will be subject to reviews as part of the RM/CWU Systems JWG to ensure that all aspects of the Joint Statement are reviewed and outputs from the release of v8 are accurate. The key point is that it will not change the total target work hours for a unit.

We have also agreed that we will jointly be monitoring the changes to ensure the impact is fully understood and will provide ongoing support and guidance, ensuring that any feedback is captured and reviewed. Going forward, any changes required to IWT through ongoing maintenance and future version controls will form part of the continuing discussions via the National Systems JWG and subsequent updates will be issued as and when developments occur.

Any queries to the content of the above please contact the Outdoor Department reference 540 , email address: njones@cwu.org

Yours sincerely, 

Mark Baulch                                                                                       

CWU Assistant Secretary

LTB 119/22 – RM CWU JS on Indoor Workload Tool – Planning Value Version 8 Update

Att: RM_CWU IWT v8 Joint Statement_7th March – Final

View Online

RMG – Environment Week – RMG SHE Huddle FY22 015 & Posters:

Royal Mail Group (RMG) have circulated the attached documents this week to all managers, in all functions, during ‘Environment Week’. The SHE Huddle and Posters are intended to act as a focal point during the week and an ongoing reminder of the environmental ambitions of the business, looking to go further in taking action to reduce the waste generated by RMG and water used by 25% by 2030.

RMG states that it is committed to providing sustainable services for customers and communities as the organisation delivers for the nation.

SHE Huddle FY22 015 Vehicle Washing 

This staff briefing concentrates on ensuring that fleet vehicle cleaning is undertaken using the correct equipment, vehicles are cleaned in compliance with environmental legislation, the cleaning doesn’t pose health and safety risks to drivers or members of the public and that there is no effluent discharged into the drainage system.

Posters

There are also two posters being circulated:

• The first is Waste Recovery/Disposal of Non-hazardous waste
• The second is Waste Recycling Mixed Recyclables

Attachments

• A copy of RMG SHE Huddle FY22 010 is attached.
• Waste Recycling Posters (2).

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 118/22 – RMG – Environment Week – RMG SHE Huddle FY22 015 & Posters

SHE Huddle FY22 015 Vehicle Washing

RM Waste Signs_Residual Waste (v1.0)

RM Waste Signs_Dry Mixed Recycling (v1.0)

View Online

RMP&FS Property Week – RMG SHE Huddle FY22 010

RMP&FS have circulated the attached document this week to all managers in all functions which is intended to act as an ongoing reminder of the property tasks that require regular attention by PiCs and managers in all Royal Mail Group units.

Contractor Safety & Environmental Guide  

The Royal Mail Group Contractor Health, Safety & Environmental Guide has been reviewed and re-published on the SHEMS (SHE Management System) as an appendix to SHE Instruction 7.1 Contractor and Supplier Management. A copy is available on the Compliance Records Database (CRD) for all contractors https://royalmail.info-exchange.com/Secure/App-5. All contractors are required to have a copy whilst they are undertaking work on RMG sites.

Fire

PiCs must:

• Ensure that the unit carries out a fire drill at least every 6 months, and they might need to schedule more drills to ensure that different shift patterns are all able to participate.
• Fire doors must remain closed at all times unless they are held open with an approved device linked to the fire alarm system.
• All fires, however small must be reported to the CPC.
• Ensure that Yorks and other equipment are never allowed to block or obstruct fire exits.

Asbestos 

PiCs must:

• Ensure the latest version of the Asbestos Register is contained within the Site Log Book. They can obtain a copy by contacting the National Service Centre (0333 005 0312) or downloading from the CRD https://royalmail.info-exchange.com/Secure/App-5.
• Remember it is the PiCs responsibility to carry out regular inspections of the buildings and general environment, noting on the condition of ACMs in the workplace in the Unit Workplace Monthly Inspection Checklist. If any damage (observed or suspected) is found, it must be reported immediately to the National Service Centre on 0333 005 0312 and restrict access to the area.
• PiCs must familiarise themselves with ‘StayCalm’ guidance so they know what action to take should they suspect asbestos has been identified and/or disturbed: https://staycalm.online/on-site/incident/asbestos/ 

Statutory Compliance Checks

PiCs must:

• Legionella: Ensure the latest Legionella Risk Assessment (LRA) is documented in the Site Logbook and that they have read and understood it. If the LRA identifies that little used outlets are present at the site, they should ensure they carry out the weekly flushing regime, as required, and keep the records in Section 3 of the Site Logbook using Form: PFS2_001l.
• Emergency Lighting: Ensure that monthly emergency lighting tests are undertaken, and results recorded in the Site Log Book. If any faults are identified report these to the National Service Centre.

Compliance Records Database – how to identify and address remedial actions 

• PiCs/Unit Managers, are responsible for closing out a number of actions for varying compliance areas, for example: fire and legionella risk assessments, ventilation assessments. To assist with this, a quick guide has been developed alongside the existing information on the Compliance Records Database. There is a Link for further information and a ‘Help section’ in the Huddle document.
• Additionally, there are several earlier remedial action instructions, including a short audio visual guide and another which shows users how to download a list of all actions for bulk updates.

Supporting Information and links provide further information and guidance on the topics above: 

She Instruction 5.2 – Fire Safety Management

SHE Instruction 7.1 Contractor Management

SHE Instruction 9.3 Asbestos Management

SHE Instruction 9.4 – Legionella

https://royalmail.info-exchange.com/Secure/App-5

Asbestos

Attachment 

A copy of RMG SHE Huddle FY22 010 is attached. 

(NOTE: RMP&FS have apologised to the CWU/HQ Health, Safety & Environment Department for the late communication of RMG SHE Huddle FY22 010 but have stressed that the information is appropriate year round and not just during the launch week).

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB117 RMP&FS Property Week – RMG SHE Huddle FY22 010

SHE Huddle FY20 010 Property Week 2022

View Online

Royal Mail Group (RMG) – Contractors Health, Safety & Environmental Guide

Following discussions and consultation with Royal Mail Property and Facilities Solutions (RMP&FS), a new RMG Contractor Health, Safety and Environment Guide has been produced and published W/C 7 March which has been distributed throughout Royal Mail Group (Royal Mail, Parcelforce, RM SHE, RMP&FS, RM Engineering, RM Fleet, RMSS, RMCE etc.) via various communication channels.

This is an important publication providing concise, brief but comprehensive and important guidance to help ensure the safety of Royal Mail Group workers and the contractors’ workers whilst contractors are working on Royal Mail Group sites, in and around the operation and staff.

The Health, Safety & Environment Department has had to deal with a number of complaints in the past where contractors have failed to follow site rules and safe working methods whilst on Royal Mail, and Parcelforce sites and this new guidance communicates a clear message and instructions to all concerned about what is required of contractors and what PiCs, managers and Union Reps need to do in the event of health, safety or environmental issues arising.

Any company, as with RMG, engaging contractors has legal health and safety responsibilities, both for the contractors and anyone else that could be affected by their activities. The contractors themselves also have legal health and safety responsibilities they must comply with. It’s important for the PiCs (Persons in Charge) of RMG offices and sites to ensure that everyone understands the part they need to play in ensuring and complying with health and safety.

Use of contractors in itself does not result in poor health and safety standards, but poor management and poor compliance with safe working methods can lead to dangerous occurrences, accidents, injuries, ill health, plus damage, costs and delays. Working closely with contractors will reduce the risks to Royal Mail employees and the contractors themselves.

It’s always important to remember that contractors may be at particular risk – they may be strangers to the workplace and therefore unfamiliar with Royal Mail Group’s organisation and procedures, rules, hazards and risks. Even regular contractors may need reminding. The level of control needed will, of course, be proportionate to the complexity of the tasks and work being undertaken, especially if high numbers of contractors come on-site to complete work over a period of time.

PiCs and Managers:

• Need to ensure the contractors have a site induction before beginning work on site.
• Need to obtain the contractor’s health and safety plans.
• Need to tell the contractors about any specific risks within the workplace, e.g. the location of asbestos containing materials, remembering that some of the risks in the workplace may not be obvious to the contractors.
• Need to share work method statements or safe systems of work.
• Need to tell employees and contractors about the risks, and make sure that the contractors provide information about any additional risks they will be introducing to the site whilst they are present.
• Need to communicate, co-ordinate and co-operate so that employees and contractors know what is expected of them and when, and everyone understands their individual roles.
• Need to be clear about the work expected by the contractors and standards of competence.
• Need to demonstrate the importance Royal Mail Group places on health and safety.
• Need to ensure short cuts are not taken.
• Need to ensure a pre-start meeting is held in order to ensure co-ordination and communication, pre-start planning, preparation and consultation with all stakeholders and CWU Reps takes place.
• Need to hold regular joint progress meetings involving CWU Reps and raise health and safety issues as they occur.
• Need to address health and safety failings by engaging directly with the contractors.
• Need to monitor the contractor’s health and safety performance.
• Need to include contractors’ activities in all safety inspections and checks.
• Need to ‘stop the work’ if there are serious health and safety concerns.
• Need to jointly investigate and address the root cause of any incidents, feeding back results of the investigation and remedial action to everyone involved. All workers should have clear lines of communication to report concerns.

The New RMG Contractors Health, Safety & Environmental Guide.

A copy of the new guide is attached for the ASRs and WSR to use as an important information and quick reference tool when contractors are coming on site to undertake any works either planned or reactive.

Subjects covered are:

• Arrival on site
• Emergency arrangements
• Hazard Information
• Safe working requirements
• CDM and Construction Work
• Permit To Work
• Roof Work – Work at Height
• Electricity
• Vehicles
• Asbestos
• Confined Spaces
• Incidents or Accidents
• Where to report any issues related to contractors or engineers which is the RMP&FS National Service Centre on: 0333 005 0312.
• All accidents, injuries, environmental incidents or dangerous occurrences are to be reported via ERICA, in addition to the National Service Centre.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB116 RMG – Contractors Health, Safety & Environmental Guide

RMG_Contractor Health Safety Environmental Guide

View Online

UKRAINE – CWU HUMANITARIAN AID

Further to LTB 088/22, in which we issued a CWU statement in support of the people of Ukraine.  We have been contacted by CWU Humanitarian Aid who have advised that they are looking at a number of ways to assist with the relief program to help Ukrainian refugees in Poland, Romania and Moldova and they are initially asking for donations, which will enable them to purchase aid.

CWUHA are looking to Royal Mail or Parcelforce to supply vehicles, which will enable them to transport aid direct to the aid stations.  Failing this they will be looking to work with organisations in the various countries to ensure our aid reaches the refugees.

If your branch would like to make a donation to support the CWUHA Refugee appeal – you can either do a BACs to the account below or send a cheque made payable to ‘CWUHA’ to Carl Webb, CWU, 302a Barlow Moor Rd, Manchester, M21 8AY.

Bank: Unity Trust

Sort Code: 60 83 01

Acc no: 20031169

Ref: Ukraine

If you would like to make a personal donation, the charity has set up a JustGiving site www.Justgiving.com/campaign/cwuhaUkraineAppeal

Every penny donated will be spent on purchasing aid and the charity will only deliver items that are needed and of good quality.

Any enquiries on the above LTB should be addressed to the General Secretary at jdunn@cwu.org.

Yours sincerely

Dave Ward
General Secretary 

22LTB097 UKRAINE CWU HUMANITARIAN AID

CAPITA TVL: PAY 1^STJANUARY 2022 – IMPASSE REACHED

Further to LTB081/22 dated 22^ndFebruary.  Branches are advised that a further meeting was held with Paul Johnston, Managing Director, Capita TVL on 9^thMarch.  During the meeting I reiterated the Union’s position, which is that we are seeking a fair and reasonable pay rise in line with the rising cost of living and in particular the huge increases in utility bills along with the imminent 1.25% increase in National Insurance contributions.  A cordial and constructive discussion was held around various pay related matters along with a suggestion for a couple of general improvements to ways of working for our members.  However, despite both parties wanting to reach agreement, it is clear that the pay offer currently on the table falls significantly short of our aspirations, especially with inflation forecast to continue rising.

Annual Report & Accounts for 2021 – Significant Profit Growth

Capita Group yesterday announced its results for the year to 31^st December 2021.  The company has undertaken an extensive transformation programme, with total cost savings of more than £425m (£123m of this being in 2021).  This restructuring is now complete and Jon Lewis, CEO stated in the Group’s financial statement “These cost savings were a major driver of our profit improvement in 2021”, profits which now stand at £285.6m having risen significantly from a £49.4m loss in 2020 – an increase of 678%.

A summary of yesterday’s financial results drawn up by our Research Department is attached for information.

Jon Lewis also noted Capita “…will continue to focus on driving investment in our people….” And crucially he admitted “None of this would have been possible without our people, whom I would like to thank for all their hard work, commitment and professionalism.”

The BBC contract extension (announced in February – refer to LTB077/22) was also highlighted in the financial report as a positive under the heading “Growth” as follows:

“Good start to 2022 in Experience with £456m five-year BBC TV licensing extension announced in February”

Clearly, our members working on the TV Licencing contract are playing a vital part in the growth strategy of the newly streamlined Capita Group and it naturally follows they should be rewarded in a meaningful way for their hard work and commitment.  Unfortunately, the pay offer as it stands doesn’t do this.  Therefore, if the CEO genuinely believes in “driving investment in our people”, he should ensure they are given a decent pay rise to enable them to cope with the extreme cost of living.

Next Steps

In view of the prevailing situation, whereby achieving an agreement is looking problematic, we have organised a meeting with our Capita TVL Reps on Monday 14^th March to discuss next steps.

Further developments will be reported.

Yours sincerely

Andy Furey
Assistant Secretary

22LTB115 Capita TVL – Pay 1st January 2022- Impasse Reached

Attachment 1 to 22LTB115

View Online