If you have received your ballot please use your vote

You should by now have your voting paper in the national ballot over Royal Mail Group’s outrageous slash and burn change proposals.

Let’s spell it out.

  • later starts (across all functions)
  • Annualised hours
  • Total flexibility
  • Mandatory Sunday working
  • Worsening attendance procedure
  • Cuts to sick pay
  • Cuts to ill health retirement terms
  • Short notice for shift changes

We cannot accept these terms. But to fight for you we need you to vote in the ballot immediately and ask every single colleague to do the same.

On 17th August when the result is announced we must return the biggest yes vote and turnout possible.

There is no fence to sit on. If you don’t vote then Royal Mail Group will take that as support for the plan above.

Your union needs you more than ever. You need your union more than ever.

Your loyalty has been outstanding but we need you to get that ballot paper, vote yes and post it back today.

Then we need you to speak to every single colleague and convince them to do the same.

Vote Yes.

Royal Mail’s Position Regarding Year Two Productivity Targets & Revision Activity in Delivery – Resourcing Calculator

Royal Mail’s Position Regarding Year Two Productivity Targets & Revision Activity in Delivery – Resourcing Calculator

Branches and Representatives will recall LTB 299, issued on the 7th July, which reported on Royal Mail’s intention to impose ‘Year-Two’ productivity targets for both Table Top and Structural Revision units and to confirm the current position in terms of our agreement on productivity under the Pathway to Change Agreement.

Since then we have continued to receive reports into the Outdoor Department on new year-two improvement plans from Royal Mail being set out at local level. However, Royal Mail has now also changed local unit’s agreed year-one WIPWH (Weighted Items Per Work Hour) targets in the Resourcing Calculator.

The Resourcing Calculator was a jointly developed system by Royal Mail and the CWU and was designed to assist local units that underwent table-top revision activity in 2021, in terms of overall agreed productivity levels and targets based on WIPWH. It is, therefore, a matter of both disappointment and concern that Royal Mail has, (without agreement and outside of the wider commitments on productivity set out in the Pathway to Change agreement), now sought to replace agreed year-one levels within the Resourcing Calculator with completely un-agreed and unacceptable year-two targets.

Whilst the JWG on productivity recommended that unmeasured hours would be removed from the WIPWH calculation in year 2 revisions and that any improvement in WIPWH performance would count towards year 2 and 3 productivity targets, we do not agree to the way Royal Mail have removed unmeasured work hours and given new targets based on either the new measured target, or last year’s week 1 – 46 WIPWH performance rates. The unilateral change is a breach of the Pathway to Change Agreement.

Royal Mail have decided to take the unmeasured work hours from units by going back to weeks 27- 30, 2019 instead of the unit’s year 1 WIPWH performance target. Even though we disagree with Royal Mail’s decision to try and impose a unilateral change, the current evidence demonstrates that almost 40% of the 886 tabletop revisions units were always above 196 standard performance on measured work only but it was unmeasured and, in particular, collection hours, which resulted in disguising their true productivity.

We now believe that Royal Mail realise that on measured time only, that 347 units are above 196 standard performance but have changed what was originally agreed in the Pathway to Change Agreement and now want these units to maintain WIPWH above 196. This means that for 40 units, they would have to maintain WIPWH performance at above 260 WIPWH which is simply unachievable.

We are also aware that Royal Mail is further seeking to use the Resourcing Calculator in delivery units that performed structural revisions and again, replace the unit’s agreed revision Flightpath WIPWH level with an un-agreed year-two target. This is despite the fact that the National Joint Statement For The Deployment Rollout Of Resource Calculator, as set out in the ODM (Outdoor Department Memo) 04/22, issued on the 27th  January states: Both parties will jointly work together to test whether the resourcing calculator can be used for structural revision offices following their PIR. This is in recognition that the flightpath calculator (used to set a unit’s Adjusted WIPWH level) on structural revisions has changed the WIPWH target.’

As previously set out in LTB 299/22, attached for ease of reference, the current position remains that units that underwent table top revisions in 2021 should only apply the agreed year-one WIPWH levels as set out in previous Joint Statements and Agreements.

Equally, there is no agreement on the use of the Resourcing Calculator in delivery units that performed structural revisions, as set out in the National Joint Statement for The Deployment Rollout Of The Resource Calculator, issued in the Memo ODM 04/22, also attached.

Again, for those units which introduced structural revisions, there is no agreement in place to change a unit’s revision Flightpath WIPWH target.

Whilst we have already written to Royal Mail nationally on these wider points over the past few weeks and have made it clear that we expect our National agreements to be jointly honoured and that these issues are part of the wider Current National Dispute Resolution Procedure. Branches and Representatives are advised to progress any savings or revision proposals that are not in line and consistent with our National Agreements through the IR Framework and the dispute resolution process.

From a National CWU perspective and to be absolutely clear we have not agreed to any Revision proposals or programme of revisions activity, either through a structural or table top approach. Neither have we agreed on any year-two revised WIPWH productivity levels. 

Any queries to the content of the above please contact the Outdoor Department reference 555, email address: njones@cwu.org.

Yours sincerely,

Mark Baulch
CWU Assistant Secretary

LTB 323-22 – Year Two Productivity Targets & Revision Activity 28.07.22

Joint Statement National Deployment Of The Resource Calculator

LTB 299-22 – Two Year Productivity Targets – 07.07.22_

MEMO ODM-04-22 – Roll Out of Resource Calculator 27.01.22

Resource Calculator

Safety, Health & Wellbeing Live Event (South) – 28-29 September 2022 – Farnborough International Exhibition and Conference Centre

Safety, Health & Wellbeing Live Event (South) – 28-29 September 2022 – Farnborough International Exhibition and Conference Centre:

The Health, Safety and Environment Department have been notified by the organisers of the following event which may be of interest to CWU Health and Safety Reps.

The ‘Safety, Health and Wellbeing Live’ South Event takes place in Farnborough on 28-29 September 2022. This is a ‘free’ to attend event, organised by ‘Safety, Health and Wellbeing Live’ in conjunction with HSE, IOSH, IIRSM, BSC and others.

In addition to the huge health and safety exhibition, the SHW Live Event will also deliver an expert-led programme of health and safety seminars and educational content within the SHW Keynote Theatre and SHW Knowledge Hub.

High-profile speakers will deliver the seminars and panels throughout the course of the two-day event. The comprehensive programme provides key insights into health, safety and wellbeing issues facing employers, employees and workplaces.


Farnborough International Exhibition & Conference Centre
Etps Rd,
GU14 6FD

Opening times 

Wednesday 28th September 9.30-16.00
Thursday 29th September 9.30-15.30

Included in Seminar Programme:

  • Changing Workplace Health Culture
  • HSE Inspector Calls – What To Expect
  • Falls
  • Post Pandemic Working And The Challenge To Health and Wellbeing
  • How To Ensure Health And Safety Training Is Engaging
  • Human Factors In Incident Investigation
  • Changing Landscape Of Health, Safety & Wellbeing Education

A programme of seminars to choose from will be in the final timetable, hosted by speakers from HSE, IOSH, NEBOSH, British Safety Council, IIRSM, Pinsent Masons Solicitors and Beachcrofts Solicitors.

Registration: https://shwl-2022-south.reg.buzz/

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB322 Safety, Health & Wellbeing Live Event (South) – 28-29 September 2022 – Farnborough International Exhibition and Conference Centre

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Further to previous updates that have been provided and LTB 283/22, Branches and Representatives will be aware that extensive discussions have been taking place with the business to address the long-standing issues relating to the calculation of LGV Holiday Pay.

We are now pleased to announce that discussions have concluded and a Joint Statement has been agreed, which has been endorsed by the Postal Executive. A copy of the Joint Statement is attached for your information (Annex A).

Colleagues will be aware that LGV Drivers have a single rate for all overtime, whether it is classed as pre-scheduled or ad-hoc. Pre-scheduled overtime has been covered by the 2014 National agreement and is paid on annual leave, whereas ad-hoc overtime was not covered by this agreement. For ease of reference a copy of the Pay Directive associated to the 2014 Improved Holiday Pay agreement and criteria for payments is attached (Annex B).

With the introduction of the 2021 agreement in relation to Regular Overtime Holiday Pay (Annex C), a complication regarding LGV holiday pay was identified due to the fact that each VOC has had a different system of recording overtime. Some VOCs have paid all overtime under the terms of the 2014 National agreement, whilst others have recorded the two types of overtime separately. It has not been easy to distinguish between the two on a historical basis.

The attached Joint Statement now provides an agreed definition for both pre-scheduled and ad-hoc overtime and, more importantly, an agreed verification process for calculating the historical arrears payments to our members. Due to the time that has passed, this now includes not just the four back pay periods but also the two interim blocks.

The verification process will be completed on a VOC by VOC basis, starting with the two interim periods covering:

  • 27th September 2021 to 27th March 2022;
  • 29th March 2021 to 26th September 2021.

Once the above has been completed, activity will then progress to the four additional back-pay periods:

  • 28th September 2020 to 28th March 2021;
  • 30th March 2020 to 27th September 2020;
  • 30th September 2019 to 29th March 2020;
  • 1st April 2019 to 29th September 2019.

This approach is designed to build some momentum due to the fact that the most recent data is the most reliable.

The VOC manager and CWU Representative will have to be satisfied that the verification process has been completed correctly prior to the submission of the data for these periods.

Going forward, from Monday 26thSeptember 2022, there will be changes to the inputting of overtime for LGV drivers, to reflect the agreed differentials and this should prevent similar problems from occurring in the future.

As the longer-term IT solution has been implemented in the rest of RMG covered by the National agreement, RMG are unable to add LGV drivers to the automated system part way through a financial year, due to the complications this would cause. It was therefore necessary to also reach agreement for a further two interim payments for our LGV members to cover the following periods and this is also reflected in the Joint Statement:

  • 28th March 2022 to 25th September 2022;
  • 26th September 2022 to 26th March 2023.

Branches and Representatives will appreciate that due to the length of time taken to resolve the issues relating to LGV Holiday Pay, there are likely to be voluminous enquiries from individuals about their payments, as such the Joint Statement also contains an agreed enquiry process.

Divisional, Area Distribution and LGV Representatives were briefed on Friday 22nd July 2022 in relation to the Joint Statement and activity to take place.

We thank Branches and Representatives for their patience, during what have been protracted and difficult negotiations in regard to this issue and we are sure that you will be pleased that our LGV members can have confidence that their regularity calculations are now going to be completed. We would ask that our LGV members are made aware of this LTB and the attached Joint Statement at the earliest opportunity.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference: 202.09.

Yours sincerely,Terry Pullinger

DGS(P)Davie Robertson

Assistant Secretary

319-22 JS LGV Holiday Pay – 25.07.22

319-22 Annex A – Final LGV Holiday Pay Agreement

319-22 Annex B – Pay Directive 18-2014 – Introduction of Improved Holiday Pay 2014

319-22 Annex C – Attachment-to-LTB-245-21-Final-VERSION-AMENDED-160621-Negotiators-Agreement-public-summary-of-holiday-pay-deal

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Residential Essential Skills One course

Residential Essential Skills One course

The purpose of this LTB is to advise Branches that an additional Residential Essential Skills One course has been scheduled for the 26th – 30th of September 2022, at The Elstead Hotel, 12-14 Knyveton Road, Bournemouth BH1 3QP.

Representative’s accommodation costs on a dinner, bed and breakfast basis will be met centrally.

Branches are responsible for student travel and any other appropriate expenses.

Branch Secretaries should email applications to courseadmin@cwu.org containing the following:

  • Name of Officer/Representative
    Membership number

Applications close on Monday 15th of August, applicants MUST be registered as “Role” holders on the OLS with an up to date email address.

Release & Notice
Paid release should normally apply where the union is recognised and/or in line with any existing agreements.

Please forward any enquiries relating to this LTB to courseadmin@cwu.org in the first instance.

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

22LTB 318 – Residential Essential Skills One Course

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Royal Mail Customer Service Points (CSP) – Review of Opening Times

Royal Mail Customer Service Points (CSP) – Review of Opening Times

The Outdoor Department has been in discussions with Royal Mail in regards to the above issue which has come about as a consequence of a review that the company has undertaken across the Customer Service Points (CSP) estate. This review by Royal Mail has concentrated on the footfall levels of customers using the CSP’s and the number of scanned transactions which have taken place during the period of Q4 (January-March) of this year.

Branches and Representatives may recall through previous documents and communications, including the last RM/CWU National Joint Communication To Update On The Customer Service Point (CSP) Opening Hours And Standardisation, issued on the 19th of May 2021, that we have had a long running issue with Royal Mail in terms of the provision and the type of services that the CSP’s offer and the Unions view that this facility could be better used and should be expanded to provide further commercial offerings. This in order to generate innovation along with income for the company, whilst also providing job security and improved terms & conditions for our members. However, the narrative which is seemingly coming from senior Royal Mail Managers is that they do not see the value of CSP’s overall and therefore regard any hourage used in this area as wasted cost and a drain on the company’s finances.

Representatives may also recall we have also consistently challenged Royal Mail over their continued position of wanting to reduce opening hours which was initially driven by the Covid Pandemic as a vehicle to reduce the service times. Accordingly, the discussions thus far have centred around Royal Mails data of reduced footfall and scanned transactions within CSP’s locations and the company’s desire to reduce opening times against the current reduced mail volumes and customers using the service offering. There has also been a push from the regulator (Ofcom) to standardise the opening times overall and to introduce different categories dependent on the size of the unit and the volume of transactions that take place.

There is nevertheless a clear element of realism for the reductions in customer footfall which is being driven through reduced parcel volumes due to the cost of living crisis and also the increases in FTD (First Time Delivery) rates due to changes in customer behaviours, which is primarily due to Inflight & Safeplace customer enhancements, which we have supported as these are standard customer services offered by other parcel competitors.

Against this background, we have now secured a National Statement covering this review of CSP’s opening times which is attached and self-explanatory.

In setting out this Joint Statement, it should be noted that Royal Mail’s initial position and proposal was to reduce the current weekly opening times significantly and across the board, including the closure of a substantial number of CSP’s on Sunday and removing the current late opening on Thursday.

Through discussion we have amended those proposals considerably as follows:

  • From a total of 64 offices that Royal Mail had proposed would jump two categories from Category 1 to 3, it has now been agreed by Royal Mail that 17 of those will stay in category 2.
  • Out of the 168 Sunday CSPs Royal Mail had originally planned for closure, based on a footfall formula of 10 or fewer items and customers per hour. Royal Mail has now accepted to adjust this to 7 items per hour. This has resulted in 88 Sunday CSPs out of the initial 168 now remaining open

To summarise, our negotiations and counter-proposals have reduced the wider impact of Royal Mail’s initial starting point markedly and have cut the potential hours reduction by some 19% (2546 hours total).

We have debated amongst ourselves internally within the Outdoor department and within the Postal Executive the merit of engaging with Royal Mail on this subject matter given the current climate and our Reps and Branches perception and views, as this is clearly not a good news story despite the improvement made via our talks.

We have concluded, however, that we are better placed with a National Joint Statement that provides our representatives with an agreed framework to engage with local management, which further ensures any wider duty/individual members issues resulting from the reviewed CSP’s opening times are dealt with via the MTSF agreement, in addition to the safeguards in place for individuals within units who are covered by the Equality Act.

Any queries to the content of the above please contact the Outdoor Department reference 532, email address: njones@cwu.org

Yours sincerely, 

Mark Baulch
CWU Assistant Secretary

LTB 317 – Royal Mail Customer Service Points (CSP) – Review of Opening Times

CSP Opening Hours Changes Joint Words_FINAL (002)

Annex B CSP Category By Unit

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