RECRUITMENT OF RETIRED MEMBERS AND RETIRED MEMBERS SECTIONS
RECRUITMENT OF RETIRED MEMBERS AND RETIRED MEMBERS SECTIONS
Recruitment
For some time now the Retired Members Committee (RMC) has been considering the issue of recruitment to retired membership within the union. The concern of the RMC as well as the Retired Regional Leads (RRL) is that the size of this group of members continues to decline and that there is a need to address this point.
The RMC and the RRL have held joint meetings to discuss this matter on a number of occasions. Branches will recall that we sought views as to what worked and what didn’t when it came to recruitment in this area.
Following feedback and further discussion the Research Department at CWU HQ produced a document that sets out the issues around recruitment of retired members within the CWU.
The RMC and the RRL met again just before the end of 2022 and agreed that in order to try and boost recruitment of retired members into the CWU the Research Department report should be reproduced in full to all Branches (Appendix A).
The RMC acknowledges the current difficulties Branches are facing as a result of previous and ongoing industrial action. They have however requested that all Branches consider the report which is attached to this LTB and discuss with their Branch Committees and retired members on how best to mount a recruitment campaign in order that more members who are leaving employment retain CWU membership as retired members.
The RMC would also appreciate Branches responding to this LTB by letting them know what actions are being or will be taken in this matter in order that they can monitor membership numbers against actions being taken. That way we can begin to build up a picture of what brings results and begin to develop a model of recruitment that is successful across the whole of the union.
RMC and RRL are happy to assist Branches on this issue and contact details can be found at Appendix B to this LTB.
Retired Members Sections
In addition to recruitment of members the RMC and RRL believe that one of the issues that may be a barrier to recruitment of members in this area is the lack of a retired members section in a number of branches.
The RMC members and the RRL have experience of setting up such sections and those branches currently without a retired members section are asked to contact either a member of the RMC or the RRL for your Region with a view to constituting, as set out in then CWU Rule book, a retired members section within your branch.
The RMC and RRL have asked that we seek the assistance of the Regional Secretary’s on this issue and a copy of this LTB will be forwarded to them asking if they can contact those Branches without a retired members section to see what assistance is needed to set one up.
Conclusion
As stated above the RMC/RRL are acutely aware of the pressures all branches are under at this moment in time. Retired members constitute a sizeable proportion of CWU total membership, 6.5%, growing this cohort of membership is as important to the union overall as it is to the benefit of those individuals who join. The RMC/RRL are determined to do all they can to grow membership in this area and look to Branches to do all they can to assist them in this task.
Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.
Yours sincerely,
Tony Kearns
Senior Deputy General Secretary
APPENDIX A – Retired Members Recruitment Committee Consultation Summary 2022
CWU Young Workers Conference 2023 – Agenda Pad
CWU Young Workers Conference 2023 – Agenda Pad
Branches would wish to know that the agenda for the CWU Young Workers Conference has now been published on the website and can be accessed by opening the attachment or pasting the link into your browser:
Any enquiries regarding this LTB should be addressed to Angela Niven by telephoning 020 8971 7256 or by post to head office or by email to conferences@cwu.org
Yours sincerely,
A P Kearns
Senior Deputy General Secretary
23LTB008 – CWU Young Workers Conference 2023 – Agenda Pad
Greener Jobs Alliance (GJA) Newsletter No. 44 – January 2023
Greener Jobs Alliance (GJA) Newsletter No. 44 – January 2023:
Introduction
The Greener Jobs Alliance (GJA) came into existence as a result of funding from Battersea and Wandsworth TUC. The GJA was launched to promote skills training and job creation to meet the needs of Britain’s rapidly growing low carbon sectors and to green the whole economy. The transition to a low carbon and resource efficient economy can drive sustainable economic recovery and job creation in every part of the country as well as making existing jobs more secure. But this requires a more strategic national and local approach to deliver the workforce skills needed and to stimulate demand for clean energy and energy efficiency services.
The Greener Jobs Alliance liaises at a national and local level to build the broadest possible support for the policies, investment, partnerships and commitments needed to drive the transition to a low carbon economy.
The Greener Jobs Alliance liaises with training bodies, colleges, universities, employers, local and national Government, trade unions, housing associations, campaign and community groups – to build the policies, investment and partnerships needed to drive the transition to a low carbon economy.
GJA ‘Free’ Courses:
The GJA runs a number of ‘free’ courses on the environment for Trade Union Reps in different parts of the UK which have been attended by a number of CWU Reps with details published in the newsletter.
The GJA now offer three ‘on-line’ courses as follows:
1. Climate Change Awareness
This short introductory course is aimed at trade unionists and anyone wishing to develop their understanding of the issues around climate change. The course is divided into 4 modules. The modules contain background information, short videos, graphs and illustrations.
- Module 1: Climate Change Explained
- Module 2: International Responses
- Module 3: Trade Union Responses
- Module 4: Getting Involved
At the end of each section, there are references and links to additional materials if you want to go further. There are no formal tests and you can work through the materials at your own pace but there are optional quizzes to check your understanding at the end of modules 1, 2 and 3.
2. A Trade Union Guide to Just Transition
Social justice must be at the heart of the development of a net-zero carbon economy. The course covers:
- The meaning and history of the term just transition
- Why it should be a priority issue
- UK and international policies and case studies
- Ideas for developing an action plan
It is aimed at trade unionists and anyone wishing to improve their understanding of why just transition should be central to climate change policy.
3. Air Quality – a trade union issue
The following issues will be explored in this free online course. It is made up of 3 modules,
- Module 1: The Causes and Health Impacts of Air Pollution
- Module 2: The Law and Government Policy
- Module 3: Trade Union Responses and Campaigns
Link to GJA on-line Courses:https://greenerjobsalliance.co.uk/courses/
GJA Founder Graham Petersen:
The founder GJA Secretary and Newsletter editor was Graham Petersen who is well known to the CWU and has a long standing working relationship with the Union. He is a former TUC tutor and course designer who created safety reps training courses and the successful TUC Occupational Health & Safety Diploma Course. He was the head of the Trade Union Studies Centre at South Thames College before retirement from the post and has been a visitor and guest speaker at CWU events and meetings. After 30 editions, Graham stood down at the GJA AGM and handed over to Paul Atkin as newsletter editor and Tahir Latif as GJA Secretary. Graham remains a GJA Steering Group member and is now working part time for the Wales TUC having recently written a publication for them ‘Greener workplaces for a just transition – a Wales TUC toolkit for trade unionists’ which was circulated by the CWU Health, Safety and Environment Department.
Paul Atkin Editorial GJA Newsletter Issue 43 – ‘After the COP, now what?’
This edition takes up the need to link the cost of living crisis to the climate crisis, green bargaining officers, key transition issues in skills agenda for manufacturing and skills gaps, transforming the steel industry, how we can build capacity in the movement to negotiate on green transition in regions and workplaces, nature and education in the COP process and why gas is not a “transition fuel”.
In this month’s editorial Paul Atkin picks up on the Prime Minister Rishi Sunak’s recently announced five priorities being wrong and the failure to grasp the fact that the cost of living crisis, economy, health, housing and climate are linked with UK homes now paying, on average, £1,750 more for energy and
fuel annually than they would have if the Government had brought forward effective national campaigns on insulation, low-carbon heating and transport and domestic renewables.
He points out the important statement by the British Medical Journal (BMJ) as long ago as 2007 quote:- “Insulating existing houses led to a significantly warmer, drier indoor environment and … improved self-rated health, self-reported wheezing, days off school and work, and visits to general practitioners as well as a trend for fewer hospital admissions for respiratory conditions.” And, as Sir Michael Marmot stated in his 2011 Report “The Marmot Review into health inequalities” – “Living in a cold home can make you sick. ..older people are particularly vulnerable, with cold houses putting them more at risk of heart and lung disease as well as worsening conditions like arthritis and rheumatism. But… children and young people also suffer. Cold, poorly heated homes affect babies’ weight gain and increase the frequency and severity of asthmatic symptoms in children. Teenagers who live in cold houses are five times more likely to risk developing multiple mental health problems than adolescents who have always lived in warm homes.”
Paul rightly points out that investing in green transition generates revenue as well as being imperative for survival. Debt can be cut through investment that benefits the population. Inflation can be cut by reducing the price of travel on public transport and putting a 100% windfall tax on fossil fuel producers excess profits to keep energy bills low for people and workplaces and pay for the insulation that will keep them that way.
He concludes that with the prospect of a change of government by 2024 we need to nail down the policies we need in the plans and campaigning of opposition parties.
Contents GJA Newsletter 44
- Editorial – The “People’s Priorities”?
- Model Motion for Opposition Parties
- Bold Solutions
- Skills Crisis
- A future for sustainable UK steel making
- Role of Green Bargaining Officer
- GJA bringing initiatives together
- What is a Green Bargaining Officer
- Yorkshire and Humber TUC – climate change and Just Transition
- Green jobs future given boost by Welsh Labour government
- 30 by 30. Biodiversity COP15
- COP 27: Education recognised, but no new commitments
- Climate Impacts on Schools and Colleges UCU Film
- Green Bites – why gas is not a transition fuel
What is a just transition?
A just transition seeks to ensure that the substantial benefits of a green economy transition are shared widely, while also supporting those who stand to lose economically – be they countries, regions, industries, communities, workers or consumers.
A rapid increase in the speed and scale of actions required to reduce the risks of climate change will create new economic opportunities.
Whilst a just transition is mainly based on environmental considerations, it is also shaped by other structural changes affecting labour markets, such as globalisation, labour-saving technologies and the shift to services.
A just transition is an integral part of many of the global commitments adopted by countries. The Paris Agreement acknowledges “the imperatives of a just transition of the workforce and the creation of decent work and quality jobs in accordance with nationally defined development priorities” and highlights the importance of workers in responding to climate change.
Furthermore, the just transition concept links to 14 of the 17 Sustainable Development Goals, explicitly drawing together SDGs 12 – climate action, 10 – reduced inequalities, 8 – decent work and economic growth, and 7 – affordable and clean energy.
Many countries have recognised the challenge that this transformation entails and are taking measures to protect those that are most vulnerable and affected by the changes, including across the EBRD regions.
- The European Union’s Just Transition Mechanism is integral to the EU’s Green Deal, targeted at ensuring “a fair transition to a climate-neutral economy, leaving no one behind” and aims to mobilise at least €150 billion over the period 2021-2027;
- The Solidarity and Just Transition Silesia Declaration signed by 50 countries at COP24, which states that: “a just transition of the workforce and the creation of decent work and quality jobs are crucial to ensure an effective and inclusive transition”;
- Climate Action for Jobs Initiative, co-led by the International Labour Organisation, Spain and Peru, with 46 countries committing to develop “national plans for a just transition and create decent green jobs”.
- The UNFCCC Gender Action plan, whereby parties to the UNFCCC have recognized the importance of involving women and men equally in the development and implementation of national climate policies that are gender-responsive.
Note: COP28 is the 2023 United Nations Climate Change Conference. The conference is formally known as the ‘United Nations Climate Change Conference of the Parties’ and this is its 28th iteration. Given that the official title is a mouthful, it is shortened to COP28 which is short for the 28th Conference of the Parties of the UNFCCC. It’s will be held from 30 November until 12 December 2023 in Dubai, United Arab Emirates (UAE).
Quote of the Month:
“Our goal is to achieve zero deforestation in the Amazon and zero greenhouse gas emissions in the electricity matrix, in addition to encouraging the revitalisation of degraded pastures”
(New Brazilian President Lula Da Silva)
Attachment:
- See attached copy of the GJA Newsletter 44 for January 2023.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
23LTB007 Greener Jobs Alliance (GJA) Newsletter No. 44 – January 2023
Royal Mail Group – 2022 Free Flu Voucher Scheme Offer Extended To 31 January 2023:
Royal Mail Group – 2022 Free Flu Voucher Scheme Offer Extended To 31 January 2023:
Full details of the RMG 2022 Free Flu Jab Voucher Scheme were published in LTB 368/22 on 13 September 2022.
As reported in LTB 368/22 the Royal Mail Group Flu Voucher Scheme was scheduled to run from Monday 19 September 2022 until 31 December 2022.
Royal Mail Group informed us on Friday evening on 6 January 2023 that the Free Flu Jab vaccination scheme offer has been extended by a month to 31 January 2023, in response to the current high respiratory infection rates in the UK, forwarding a copy of a communication they have issued confirming this with additional advice.
Downloading A Free Digital Flu Vaccination Voucher And Arranging An Appointment:
- Access the Flu voucher website digitalFlu.co.uk and enter an email address (work or personal).
- Enter the RMG company code R5M9G7 and a free Flu voucher will be delivered by email.
- Locate the Flu jab provider of choice, nearest or most convenient and book an appointment. This can be done either by phone, on-line via the provider’s website or by visiting the provider.
- When attending the Flu jab appointment to receive the vaccination, members will need to show their Royal Mail ID and the RMG digital free Flu voucher.
- Redeem the voucher and receive a free Flu vaccination by 31 January 2023.
Those included
All RMG employees, including new recruits and agency staff.
Free NHS Vaccination
The Flu jab continues to be available free of charge from the NHS for people over 50, those at risk of severe illness from catching Flu, those with certain defined conditions and a range of children’s age groups. For further information, individuals should contact their GP surgery.
No Local Listed Provider
Where the distance between a member’s home and the nearest pharmacy exceeds 15 miles, the Unit Manager will be able to authorise use of another, alternative Flu jab provider up to the maximum cost of £15. This is claimed through the travel and expenses process.
Influenza (Flu)
Flu is one of the most significant causes of illness during the winter months. Flu is a respiratory illness caused by a virus, which is highly contagious and can lead to severe ill-health.
Help@Hand
As reported in LTB 513/22 on 22 December 2022, RMG launched the new ‘Help@Hand’, giving employees direct and immediate access to a package of ‘free’ and independent health and wellbeing support. The Royal Mail Group workforce can access the range of support services by going on the RMG website and downloading the ‘Help@Hand App’. Then select ‘Register via PIN’ and enter the Royal Mail code 164003. Employees can then easily access the following:
- Remote GP – unlimited 24/7 access to a digital private GP service which covers RMG workers, their partner and family with children eligible up to their 18th birthday or 24th birthday if in full-time education.
- Physiotherapy – up to 8 consultation sessions per year which can also be shared between the employee and their partner.
- Mental Health Support – up to 8 consultation sessions per year which can be shared between the employee and their partner.
- A medical ‘Second Opinion’ service.
- A wellbeing calendar which includes access to webinars and support.
- Plus – Life, money and wellbeing advice support service.
- Registration takes just 10 minutes.
Would all Area and Unit Reps please remind all members that the Free Flu Jab scheme closing date has been extended for a month should anyone wish to take up the offer and advise members about the new ‘Help@Hand’ ‘Free’ health and wellbeing support scheme.
See attached copy of:
Message from Zareena Brown RMG Chief Peoples Officer dated 6 January 2023 entitled ‘Flu Vaccination Programme extended to 31 January 2023.’
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
23LTB006 Royal Mail Group – 2022 Free Flu Voucher Scheme Offer Extended To 31 January 2023
RMG Flu Vacination Programme Extended to 31.01.23 – Message From RMG CPO…
Royal Mail Group (SHE) Safety Flash FY23 001 – De-Icer Use Safety & Eye Contact
Royal Mail Group (SHE) Safety Flash FY23 001 – De-Icer Use Safety & Eye Contact:
Background and Description:
Royal Mail Group’s Safety Team have issued RMG SHE Safety Flash FY23 001 following an incident where by a postman driver/OPG accidently splashed de-icer fluid into his eyes.
An aerosol spray can of de-icer had been left loose in the rear load space of a van which subsequently leaked out. The driver picking up the van saw the leakage and leaned into the van to clean up the spillage with a cloth. In doing so the fluid was accidently splashed into his eye causing intense stinging, irritation, discomfort and inflammation.
Impact/Injuries:
- Intense stinging, irritation, discomfort and inflammation of the eye.
- Driver taken to hospital A&E for emergency treatment.
- Full recovery was made but the incident could have led to eye damage.
Key Messages and Learning Points:
- Scrapers are the best product to clear windscreens of ice.
- De-icer should be stored onsite at the office in a cool and contained cupboard/area and taken to the van to help clear a windscreen when required. After use it should be returned to the storage area before the vehicle leaves the unit.
- De-icer containers should not be stored inside vehicles. As well as having the potential to leak and present an eye and skin injury risk, de-icer aerosol cans can be flammable. In the event of a vehicle fire, aerosols can become an explosive projectile.
Actions/PiCs:
- PiCs to brief all drivers on this SHE Flash.
- PiCs to ensure drivers do not store de-icer in vehicles.
- PiCs to supply scrapers which can be stored in vehicles.
- Care to be taken when cleaning up unknown liquid spillages. Avoid eye and skin contact. Wear gloves and other protective equipment where required. If in doubt request the assistance of a cleaner.
- In the event of Eye contact, manufacturers advise the removal of any contact lenses and to open eyelids wide apart. Continue to rinse eyes for at least 15 minutes. Seek medical attention if discomfort continues.
CWU ASR/WSR Action:
- Please ensure that this Safety Flash is communicated and brought to the attention of all appropriate members and that the actions above are deployed.
Attachment:
- Royal Mail Group (SHE) Safety Flash FY23 001 – De-Icer Use Safety & Eye Contact.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
23LTB005 Royal Mail Group (SHE) Safety Flash FY23 001 – De-Icer Use Safety & Eye Contact
ROYAL MAIL PROPERTY & FACILITIES SERVICES LIMITED (RMPFSL) – PAY AND ASSOCIATED ISSUES DISPUTE UPDATE
ROYAL MAIL PROPERTY & FACILITIES SERVICES LIMITED (RMPFSL) – PAY AND ASSOCIATED ISSUES DISPUTE UPDATE
The purpose of this LTB is to update Royal Mail Property & Facilities Services Limited (RMPFSL) Members, Reps and Branches on the Pay and Associated Issues dispute. We can report we have had a couple of meetings with the company prior to Christmas At the meetings we put forward to RMPFSL what we felt would go a long way to bringing this dispute to a satisfactory conclusion.
We requested a formal written response to our proposals, however the letter we received did not match our expectation and also stated due to annual leave, RMPFSL were not available for further negotiations until week commencing 9thJanuary 2023.
We have written to RMPFSL about the lack of a formal response to our proposal and our availability to meet. We expect to be meeting soon and will provide further updates in due course.
Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 312 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org
Yours sincerely,
Carl Maden – Assistant Secretary
Mark Baulch – Assistant Secretary
Attachment 1: 23LTB003 – RMPFSL Pay and Associated Issues Dispute Update
CWU Eastern No5 Branch 