ROYAL MAIL GROUP HOLIDAY PAY JOINT STATEMENT LONGER TERM SOLUTION SYSTEM CHANGE TO FACILITATE REAL TIME INCLUSION OF PAY FOR REGULAR OVERTIME

ROYAL MAIL GROUP HOLIDAY PAY JOINT STATEMENT LONGER TERM SOLUTION SYSTEM CHANGE TO FACILITATE REAL TIME INCLUSION OF PAY FOR REGULAR OVERTIME

Further to LTB 225/22 that was circulated to Branches and Representatives on 16th May 2022, colleagues will recall that subject to additional supplementary testing, it was the intention to move the holiday pay program into the live PSP system in May/June 2022, backdated to the beginning of the 22/23 holiday year.

In line with the national agreement of June 2021 this means that those members who have met the regularity criteria will receive their overtime holiday pay in the weekly/monthly payslip in which their holiday falls and will be able to view holiday pay assessments via the Employee App.  There was also a joint commitment for a further Joint Statement to be agreed containing a definitive go live date for the longer term system solution.

As the final interim payments have now been made, national talks have continued in an attempt to conclude an agreed solution to the longer term IT solution system change and holiday pay.  It was important to conclude these negotiations in order to provide an urgent joint clarification to members to illustrate how their holiday pay will be assessed going forward.  It was initially envisaged that the system would be implemented in May/June of this year, but due to the tight timescales and the extended bank holiday these dates proved to be unrealistic.

The attached Joint Statement has now been concluded that contains a revised date for the new IT system to transfer into PSP on the weekend of 2nd and 3rd July 2022.

Branches and Representatives will see that the ‘go live’ date will mean that members who are recorded as being on holiday in week commencing 4th July will get a payment in their payslip on 8th July or in July salaries for monthly paid.  Once the system is started holiday pay will also be assessed back to the start of the 2022/23 leave year and paid at the same time.  These payments are of course subject to meeting the agreed regularity threshold.

Branches and Representatives should also note that RMG have notified the DGS(P) Department that there is a business requirement to make the following changes to the payroll timetable for pay date Friday 8th July.  Payrolls will run over the weekend of Saturday 2nd and Sunday 3rd July.  This will replace the usual Monday 4th /Tuesday 5th Julypayrolls.

As a result, PSP will be unavailable to ALL users from 6pm on Friday 1stJuly until weekly payroll is completed.  Inputting must be completed by all units by 5pm on Friday 1st July to be included in weekly employees’ pay on Friday 8th July.  Any late transactions entered after 5pm on Friday 1st Julywill be paid on 15th July.  RMG have asked units to ensure they have arrangements in place to key information that would normally be inputted during this time.

The remainder of the proposed Joint Statement is self-explanatory and in line with the terms of the June 2021 national agreement and subsequent Joint Statements.  The exception is the paragraph about LGV Drivers.  This is obviously a matter that we are seeking to resolve at pace and further correspondence was sent to Stuart Macdonald HR Director IR, on 16thJune 2022 with a proposed solution to the two outstanding issues.  These are the methodology for calculating Average Holiday Pay back payments, as well as the onward process for aligning overtime to the 2014 Average SA on Leave and the 2021 Average Holiday Pay agreements.

Follow up discussions were held during the Royal Mail dispute talks at Heathrow this week and Stuart has committed to respond to the letter as a matter of urgency.  Our LGV members have been extremely patient regarding this whole matter and the words in this Joint Statement recognise that active discussions are taking place on achieving a long overdue resolution to the LGV issues.  These talks will also determine how the LGV Drivers will be integrated in the longer term solution and we are committed to achieving a resolution as soon as possible.

In closing we would like to thank Postal Executive member Bobby Weatherall for his assistance in concluding this Joint Statement.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

Terry Pullinger                                                              Davie Robertson

Deputy General Secretary (Postal)                Assistant Secretary               

22LTB283

Attachment to 22LTB283 – 160622 Revised proposal long term IT solution and holiday pay.docx signed

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POST OFFICE: REVISED PAY OFFER FOR 2022/23 – MEMBERS’ BULLETIN

POST OFFICE: REVISED PAY OFFER FOR 2022/23 – MEMBERS’ BULLETIN

Further to LTB 274/22 dated 22ndJune.

Branches are advised we have written to our Post Office members at their home addresses to let them know we have rejected the marginally improved pay offer of 3% (up from 2.5%) and a £500 one-off lump sum for 2022/23, which is still woefully inadequate given the acute cost of living crisis.

We have highlighted in the bulletin (attached for your information) that there has been no movement on the pay freeze position for 2021/22 as part of the revised offer, and therefore members are being insulted with only a 3% pay offer for two years.  This is a period where our members worked tirelessly as Key Workers, helping to provide an invaluable service to the public during the pandemic.

Whilst Post Office’s continued stance on the pay freeze for last year is disgraceful, clearly our members’ solidarity and unity throughout the strikes thus far has put pressure on Post Office management to increase the pay offer – albeit marginally. The senior leaders will have to listen to the collective voice of our members and significantly improve the offer.  However, we have informed the members that the Postal Executive has endorsed further strike action due to the lack of meaningful progress and dates will be confirmed in due course.

Further developments will be reported.

Yours sincerely

Andy Furey
Assistant Secretary

Attachment 1: 22LTB282 Post Office – Revised Pay Offer for 2022-23 – Members’ Bulletin

Attachment 2: Attachment to 22LTB282 – Members’ Bulletin

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Royal Mail Fleet Vehicle Replacement Plan – Charging Post Installation Update

Royal Mail Fleet Vehicle Replacement Plan – Charging Post Installation Update

Branches will be aware of LTB 407/21 Royal Mail Fleet Vehicle Replacement Plan Update advising the roll out of Electric Vehicles across the UK.  The purpose of the trial in 2019 was to understand what impact a mass migration of EVs will have on the grid infrastructure and its capacity, including software management, utilising a smart charging interface and management tool.  Royal Mail Fleet have now replaced around 2,800 vehicles on a key-for-key basis with EVs across the UK which includes approximately 600 deployed, late last year. There are a further 2,000 planned for this year taking the total up to approximately 5,000 for this financial year.  The EV fleet is primarily Peugeot Experts and Partners, Mercedes and Nissan with the key data that Royal Mail requires to be provided daily, from the EV being the battery state of charge and fluctuations in the current draw, along with distance travelled from the route to build the smart charging depot optimisation tool.

Branches will also recall that the roll out of EVs across the UK is treated as BAU with the only exception being for local consultation around the installation of charging posts.  BP are the main post provider with 48 new sites having ‘gone live’ earlier this year. We have been advised that the site at Stockton has been reconsidered (as the ground in the yard has apparently sunken), whilst there are now legal challenges in Rutherglen and Wey Valley. A scoping exercise is in progress for Northern Ireland which includes a feasibility study for all sites within the region.

Please see attached an updated spreadsheet from Royal Mail Fleet which also includes a local RM contact for both ADR’s and ASR’s and which is aimed at ensuring full consultation of the installation takes place.

The Outdoor Department will of course ensure that any further information received from RM Fleet is shared with branches as and when more sites are added to the plan.

Any enquiries to the content of the above please contact the Outdoor Department reference 300, email address: njones@cwu.org

Yours sincerely,

Mark Baulch
CWU Assistant Secretary

LTB 280-22 – Charging Post Installation Update

Copy of Copy of 21-22 ev Site plan – 23.02.22

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2022 NATIONAL YOUNG WORKERS FORUM, 30TH JUNE – 1ST JULY 2022, BIRMINGHAM

2022 NATIONAL YOUNG WORKERS FORUM, 30TH JUNE – 1ST JULY 2022, BIRMINGHAM

Further to LTB 266/22 regarding the National Young Workers Forum due to be held in Birmingham from 30thJune – 1st July 2022.

Unfortunately, it has been necessary on this occasion to cancel this event due to unforeseen circumstances.

Branches are asked to make a note on their calendars of a future event which will be held for the Young Workers in Glasgow in October to which details will follow in due course.

Yours sincerely

Dave Ward
General Secretary 

22LTB279 2022 NATIONAL YOUNG WORKERS FORUM 30TH JUNE 1ST JULY 2022 BIRMINGHAM

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Royal Mail Group Change Demands Update

Royal Mail Group Change Demands Update

Further to LTB 268/22 that was circulated on 15th June 2022, Branches and Representatives will be aware of the far-reaching change demands that RMG continue to circulate.

Following an exchange of correspondence with Stuart MacDonald, HR Director for Industrial Relations, change only negotiations were held with the business earlier this week from Monday 20th – Wednesday 22nd June under the spirit and intent/protections of the Pathway to Change and our other agreements.

The opening of the talks this week were made even more difficult by RMG taking Executive Action on the separate issue of pay.  The CWU negotiators opened the meeting by making it clear that there was no confidence or trust that management were genuine about the talks.  Whilst they gave assurances that they were, it was stressed that they would have to work hard to convince the negotiating team.

We immediately sought their commitment to the key and core protections of the Pathway to Change Agreement.  They responded by saying they were committed to the agreement but wanted to change those key/core protections regardless.  Whilst they were willing to discuss options, their bottom line had to be met.

Given the previous actions of RMG and the lack of any real desire to move away from their change demands, the negotiators were not convinced that that they would not break from the talks and potentially take Executive Action.

Therefore, on 22nd June, the Postal Executive endorsed the instigation of a further national DRP in line with Paragraph 3.2, Schedule 3 of the Legally Binding Agreement Agenda for Growth (as amended), on the business breaking and failing to adhere to the spirit and intent of the Pathway to Change Agreement in respect of the following; Mutually beneficial change, Universal Service Obligation, yearly flexi hours/flexi time bank and the use of technology to support it, two tier workforce, RMG policies/agreements, RMG wide terms and conditions, shorter working week flightpath, Sunday working, RMG productivity, maximising the potential of letters, significant changes to current dispatch, arrivals and out on delivery times for the joint delivery of letters and packets/parcels, pipeline/network changes with significant effect on duty structures and changes to the defined resourcing mix across Royal Mail Group including Parcelforce and Fleet. Failure to honour the existing agreements relating to the use of third party contractors in Parcelforce.

To be crystal clear, both RMG and the CWU have agreed that we are now in dispute over the Pathway to Change Agreement.  As a consequence, and whilst we enter those talks to reach an agreement, we have to prepare for another ballot regarding the above to protect our members’ interests if the talks fail and RMG take Executive Action.

A ballot regarding the above is totally separate from the pay dispute and opens on Tuesday 28th June 2022.

This will allow for a further four weeks of negotiation with the ability to extend that period if progress is being made.  It also allows us to commence a second ballot for industrial action in respect of their change demands and to protect us from Executive Action on change and enable an agreement to be secured, which protects our current and future members and this excellent public service in line with our agreements.

These DRP talks are set to start week commencing 27th June 2022 and ahead of the negotiations, Royal Mail Group have also provided confirmation of the following principles under which we will enter into the DRP.

  • Both parties agree that we are adjourning current talks in favour of focussing on the DRP on P2C.
  • For clarity neither party is walking away from talks and remain fully committed to seeking resolution.
  • During the 1-month process the CWU agree to taking no form of Industrial Action, whilst RMG understand we will be issuing a second IA ballot on Change during the 1-month process.
  • RMG agree to not taking any Executive Action during the 1-month period.
  • Both parties will ensure that the appropriate decision makers are engaged in the talks.
  • As with any discussions that form negotiations, nothing is agreed until it is all agreed.

I have also responded to state that the CWU agree with the principles above and also to confirm that the CWU will not call on its members to take strike action or industrial action short of a strike in relation to this P2C dispute, consistent with our Joint Commitment to the Procedures.

The negotiations and agenda will broadly follow the pattern from the agenda of the CWU Policy Document that was finalised following the recent Policy Forum in Liverpool on 30th and 31st March 2022.

The exception is that the separate issue of pay as an agenda item discussed at the Policy Forum will be replaced by the shorter working week because pay is clearly now a separate dispute.

It has also been agreed that there will be a balance of priority items from each side as the talks progress, i.e. we are not just there to discuss RMG’s proposals.

It should be remembered that Royal Mail Group are still intent on pursuing the change demands that they continue to highlight so the talks are likely to be extremely difficult.  Branches and representatives will however note that we will now commence our planning for a second ballot on defending the Pathway to Change Agreement in line with the appropriate legal advice.  This will involve the development of a detailed communications strategy in consultation with Chris Webb on this unique situation and in order to deliver the maximum possible ‘Yes’ vote.

Royal Mail Group continue to publicise their change demands, so it remains important that gate meetings continue to be held to highlight why these demands are totally unacceptable. We want to build towards a second massive ‘Yes’ vote in this separate ballot and will be meeting with the SDGS Department in order to agree a timetable for this ballot.

It is essential that the contents of this LTB are brought to the attention of our members as soon as possible to confirm that when that ballot opens on 28th June members are only voting on the dispute of an inadequate pay offer from RMG.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

Terry Pullinger

Deputy General Secretary (Postal)                  

22LTB281 – Royal Mail Group Change Demands Update         

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RMG Driver/Road Safety – “Preventing Vehicle Rollaways & ‘H.I.T.’ Campaign” (RMG SHE Huddle/Briefing FY22 034 Avoiding Rollaways)

RMG Driver/Road Safety – “Preventing Vehicle Rollaways & ‘H.I.T.’ Campaign” (RMG SHE Huddle/Briefing FY22 034 Avoiding Rollaways)

Royal Mail Group are following up previous campaigns on a crucially important driver and road safety issue this week and will be highlighting the very serious issue of vehicle Rollaways involving Royal Mail and Parcelforce vehicles and once again will be focusing on the vitally important and ‘mandatory’ steps that drivers need to take to prevent these incidents from occurring.

All drivers will now be very aware of the mandatory requirement to follow HIT, every time they park their vehicle, regardless of whether they are parking on a hill.

‘HIT’

H – Handbrake on – apply the handbrake FULLY, pulling it all the way up on the ratchet (click, click, click!).

– In Gear (or ‘Park’ mode) – even if the handbrake fails, your van will not move if it is in gear.

T – Turn Wheels – use the kerb to ‘chock’ your wheels or if there is no kerb present, turn to the place of least danger.

Facts!

  • Most rollaways occur when the handbrake has been applied! The most common issue is partial application of the handbrake, and the handbrake can sometimes be defective. Either way, leaving the vehicle in gear will still prevent a rollaway.
  • Most people are taught to push the handbrake button in when applying it, but this increases the risk of partial application as the handbrake can drop a notch as you release it – always apply your handbrake on the ratchet ‘click, click, click …’ and only us the button to release it. Contrary to myth, this does not cause early wear and it means your handbrake holds at its highest point.
  • RM and RMPF Delivery and Collection vehicles typically park around 15,000 times per year, and the handbrake will also be used when stationary at junctions etc. Handbrakes will wear and must be maintained. Drivers must always complete their pre-use vehicle checks and report if the handbrake is faulty or has excessive travel. NEVER drive an un-roadworthy vehicle.
  • If a vehicle is involved in a rollaway, it must always be inspected by the Workshop. RM and PFWW need to ensure that the handbrake is working correctly, to establish cause and to avoid any repeat.

New Vehicle Specifications and Electronic Parking Brakes: 

  • Many new vehicles are now arriving on the RM and PFWW fleet with Electronic Parking Brakes. These remove the possibility of a partially applied handbrake and some have an option to apply the parking brake automatically. This is brilliant until a driver changes vehicles! This is when there is a risk that the driver is either unfamiliar with the set up or forgets to apply the parking brake or assumes it will automatically apply itself! Whenever a driver changes vehicles, they must ensure that they familiarise themselves with the operation of the handbrake or parking brake and the options (e.g. ‘Auto hold’), and when parking, the driver must always check that the brake is applied.
  • Vehicles may have ‘hill start assist’ where the brakes apply automatically on a hill, so the driver can pull away without rolling back. This is not a parking brake and will release after a few seconds. Drivers must always apply the handbrake/parking brake before leaving the vehicle.
  • All new vehicles (including hired vehicles) should come with a familiarisation document or a vehicle handbook. Drivers must ensure that they are familiar with all controls BEFORE driving the vehicle and they should ask a manager if they are unsure about anything with the vehicle.
  • Some vehicles will have automatic transmission (including the electric vehicles). These typically have a ‘Park’ or ‘P’ function to use when parking the vehicle. Drivers still need to apply the handbrake/parking brake. In rare cases, there may be another mode to use. Drivers should check the familiarisation document or the vehicle handbook or ask a manager if unsure.

The national focus on following ‘HIT’ is working as last year saw a 17% reduction in vehicle rollaways despite the size of the fleet growing and making more stops. If all drivers follow ‘HIT’ every time, then rollaways can be eliminated.

If drivers don’t follow ‘HIT’ presently then they should start doing so as soon as possible. Nobody ever thinks it will happen to them…. until it does!

If you see any of your driver members not following ‘HIT’, please remind them to do so.

Actions: 

Drivers:

  • Always follow HIT every time the vehicle is parked, even on level ground.
  • Make sure you are familiar with how your vehicle controls work, especially if it is a new vehicle.
  • Complete the vehicle pre-use checks and report any defects.

Managers: 

  • Use Yard Checks and First Class Safety Conversations, to identify whether ‘HIT’ is being applied.
  • Ensure that any defective vehicle is repaired by following the PMT1 process.
  • Ensure that any vehicle involved in a rollaway is immediately sent to the workshop for testing.
  • Ensure that new vehicles have the required familiarisation documents and/or the vehicle handbook, so that drivers can familiarise themselves with controls.

CWU ASRs/WSRs: 

This campaign is supported by the CWU HQ Health, Safety & Environment Department. CWU ASR full support and participation is much appreciated by Royal Mail, Parcelforce Worldwide, RMSS, RMP&FS and CWU HQ.

The Aims and Benefits of the Campaign are:

  • To improve compliance with RMG ‘H.I.T.’ Road Safety Handbrake Policy and Road Traffic Law.
  • Increase awareness amongst drivers and managers on the ‘Mandatory’ ‘H.I.T.’ Safety Standard.
  • Abate and reduce the worrying number of highly dangerous vehicle rollaways.

ASRs Should utilise the support of WSRs and IR Rep colleagues. Agree with Operational Managers which Units will be visited where possible and jointly support the ‘Preventing Vehicle Rollaways – Road Safety Campaign’. Where possible, engage CWU member drivers and:

  • Carry out additional safety inspections, spot check activities, remind drivers about ‘H.I.T’.
  • Use the Road Safety Campaign Materials (attached) to talk to drivers about the importance of Handbrake Safety and ’H.I.T.’.
  • Check that drivers have received the ‘H.I.T.’ briefing.
  • Check drivers have seen the RSW ‘H.I.T.’ materials (attached).
  • Ask drivers – Do they follow the Royal Mail ‘H.I.T.’ safety procedure?

ASRs should where possible engage front line managers and ask them:

  • What activities have they completed for the Preventing Vehicle Rollaways, ‘H.I.T.’ Road Safety Campaign?
  • Have they made all drivers aware of the actions they need to take?

Attachments:

  • SHE Huddle FY22 034 – Preventing Vehicle Rollaways Huddle
  • H.I.T. Materials

Thanks for your support and assistance at this very difficult time.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB278 RMG Driver Road Safety Preventing Vehicle Rollaways & H.I.T. Campaign RMG SHE Huddle Briefing FY22 034 Avoiding Rollaways

SHE Huddle FY22 034 Rollaways

Rollaways campaign Workplace posts wc 20 June

699949_08_ROLLAWAY_Screen_1360x768px_V1-1

699949_08_ROLLAWAY_Screen_1360x768px_V1-2

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Royal Mail Group Ballot – Peer to peer texting – One volunteer per Branch needed

Royal Mail Group Ballot – Peer to peer texting – One volunteer per Branch needed

Dear Colleagues

The Communications Department are launching a new peer to peer text messaging system tosupport our get the vote out operation across all the Industrial Action ballots that are taking place in the CWU.

As you can imagine, having conversations with over 100,000 CWU members in the Royal Mail ballot will be a significant logistical operation.

We will utilise our postal executive members, field officials and CWU staff but we also want one volunteer per branch to join the team.

The technology involved is very easy to use but we recommend each branch puts forward a volunteer with the time and skills to take on this project.

The first texts will be sent on Friday 1st July with a national training event held at 11am on this day. Branches are encouraged to put forward their volunteers by no later than Friday 24th June so we can put all necessary planning in place.

The name, Email and mobile number of the selected volunteer should be emailed to Marcia Murray mmurray@cwu.org with the subject line TEXT VOLUNTEER ROYAL MAIL GROUP.

We look forward to working with you all on this initiative.

Yours sincerely,

Terry Pullinger                                            Chris Webb
Deputy General Secretary (Postal)        Head of Communications

22LTB277 Royal Mail Group Ballot – Peer to peer texting – One volunteer per Branch needed

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Royal Mail Group National Ballot – Getting the Vote Out – New Text Messaging Service

Royal Mail Group National Ballot – Getting the Vote Out – New Text Messaging Service

Dear Colleagues,

This is just a short note to let you all know that the Communications Department will be running a ew text messaging service to hopefully aid the turnout in the forthcoming industrial Action ballot.

The personalised, peer to peer service will be used by volunteers from our Executive, Branches, Divisions and CWU staff.

The purpose of this LTB is to make Branches aware of this activity so, if you are asked questions on it by members, you can confirm its legitimacy.

This link can provide further information if you need it: https://www.cwu.org/rm-sms

Yours Sincerely,

Terry Pullinger                                                      Chris Webb
Deputy General Secretary (Postal)               Head of Communications

22LTB276 Royal Mail Group National Ballot – Getting the Vote Out – New Text Messaging Service

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Royal Mail Group Estate – Recommissioning of Water Fountains

Royal Mail Group Estate – Recommissioning of Water Fountains:

Following discussions with Royal Mail Group regarding the above, Nick Burns Royal Mail Group National Safety, Planning, Standards and Reporting Manager has informed the CWU HQ Health, Safety & Environment department that the use of water fountains, which were suspended as a precaution during the Coronavirus pandemic can now be brought back into use, in line with industry guidance. A communication to all Units has been issued to that effect.

The communication to all Unit Managers/PiCs confirms that water fountains that have either been decommissioned or temporarily withdrawn and have not been used for some time, must be correctly recommissioned to ensure legionella control, water quality and cleanliness of the asset.  To do this, RMG sites must contact the RMG National Service Centre on 0333 005 0312and request recommissioning of the water fountain. Arrangements will then be made to undertake the work required.  The water fountains must not be used until this work has been completed and the fountain cleared for use.

In the communication, all employees have been asked to remember to follow good hygiene practice and refrain from placing their mouth directly in contact with the nozzle of the fountain.  Let the water run for a few seconds before taking a sip and users should wash their hands before and after touching the fountain.

It’s important for individuals’ health to stay hydrated throughout the day, especially all outdoor workers at this time of the year during the hot summer days. A good way to do this is by filling up a water bottle – Royal Mail provide official re-fillable water bottles to outdoor staff (see LTB226/22). These can be filled from a drinking water tap or water fountain/dispenser.

See attached image of the Royal Mail provided new supply branded/refillable 750ml water bottles for outdoor workers and images of typical Royal Mail Group estate water fountains. 

 “Remember Stay Hydrated – Stay Healthy”

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB275 Royal Mail Group Estate – Recommissioning of Water Fountains

NHS Stay Hydrated Stay Healthy Poster

Royal-Mail-750-ml-New-Supply-of-Branded-Refillable-Bottles-for-Outdoor…..

TYPICAL ROYAL MAIL GROUP ESTATE WATER FOUNTAINS

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