Royal Mail Group (SHE) Safety Flash FY23 005 – ‘Unbraked’ Wheeled Container Equipment – E.g. ‘Coffin’ Trolleys & ‘Auto-Levelling’ Trolleys (ALTs) – Immediate Withdrawal From Service:

Introduction, Background and Description: 

A recent minor impact injury accident, caused by an old ‘time-expired’ ‘Coffin’ Trolley led to an investigation which discovered that a number of offices had somehow retained in service use, old, un-braked, un-checked, wheeled trolley equipment which had been officially withdrawn from service via ‘mandatory’ instructions some years ago due primarily to the fact that they do not have a braking system fitted. Notices were previously issued to all Unit PiCs to remove this equipment from service.

Impact/Injuries: 

• An employee was injured by a rollaway, unbraked, Coffin Trolley in a Delivery Office. The Coffin Trolley should not have been in use.

Key Messages, Learning Points and Actions: 

Royal Mail Group’s Safety Team have issued RMG SHE Safety Flash FY23 005 following the recent injury accident, repeating previous instructions that all unbraked, wheeled container equipment, mainly ‘Coffin’ Trolleys and ‘ALT’ Trolleys and any other unbraked wheeled container equipment are no longer approved for use in Royal Mail Group operational offices and any remaining units are to be immediately withdrawn from service by the PiC/Office Management and disposed of via the Royal Mail Group Assets Team who will arrange removal and disposal.

PiCs Actions:

• PiCs to brief all staff on this SHE Flash.
• PiCs to withdraw from service any remaining ‘Coffin’ Trolleys, ‘ALT’ Trolleys etc., and any other similar unbraked equipment.
• PiCs to contact fulfilment@royalmail.comto arrange collection, removal and disposal.

CWU ASR/WSR Action:

• WSRs/ASRs please ensure that this Safety Flash is communicated to the workforce and that the PiCs actions above are deployed.

Attachment: 

• Royal Mail Group (SHE) Safety Flash FY23 005 – ‘Unbraked’ Wheeled Container Equipment – E.g. ‘Coffin’ Trolleys & ‘Auto-Levelling’ Trolleys (ALTs) – Immediate withdrawal From Service:

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 051/23 – Royal Mail Group (SHE) Safety Flash FY23 005 – ‘Unbraked’ Wheeled Container Equipment

SHE Flash FY23 005 – Unbraked Equipment

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New RMG Workwear/Uniform and PPE Range – RM Engineers – Provision ‘Blue Shirts’ Range For Royal Mail Engineers Following Safety Consideration and New Overalls for Both RM Engineers and RM Fleet Workforce For Evaluation Trials:

RM Engineers ‘Blue Shirts’ Range Workwear & PPE Range:

This issue was taken up with RM Engineering and RM Assets and Uniform Management a year ago by the CWU Health, Safety and Environment Department on 24 February 2022 (copy of letter attached) following representations from RM engineering CWU Reps and members when RM planned to phase out the ‘blue’ shirts and workwear/PPE for engineers and instead ‘standardise’ on the ‘red’ colour clothing worn by operational grades. In late January 2023 the business finally responded positively by reversing the earlier decision. Nevertheless, this belated response and news will be most welcome by our RM engineering Reps and members on this subject which has been chased over the last year on several occasions.

We welcome the progress made on both design, colour, fabric, specification and indeed use of the PPE items and overalls specification and use plus trousers and knee pads.

The RMG Assets Team and National Uniform Manager have agreed with Neil Chaplain, the new Programmes and Engineering Director to move back to blue (tops) rather than red for the engineering workforce as from a safety point of view this will ensure they are instantly recognisable within their work environment and in restricted, authorised only areas.

Attached are two slides of images which show the new clothing. You will see that RM are also going to provide the red soft shell and gilet as part of the engineers’ workwear choice.

The blue garments will be off the shelf (OTS) and RM will be running a small wearer trial for 6 weeks at Peterborough MC and the NW Super Hub.

Initial feedback from the RM engineers at Peterborough to a clothing roadshow held on site was reported as positive. RM Uniform have also looked at an OTS trouser with the safety knee pad inserts built into the trousers to trial which will be undertaken at the same time.

The engineering ‘Team Blue’ samples will be trialled for 6 weeks across the Peterborough MC and NW Super Hub sites – comprising:

• Trousers (2 types) – with safety knee pad insert holders (key part of the site team’s requests)
• Long Sleeve Polo shirts
• Shirt Sleeve Polo shirts
• Sweatshirts

The site Plant Engineering Managers have been asked to arrange for the staff involved to complete the measurements file and provide a collated return for each site back to the RM Engineering and Fleet Safety Manager from where the orders will be progressed via suppliers Dimensions who have confirmed that following receipt of the sizing information, the clothing items will be shipped (for evaluation only use at these two sites) in approximately 4 weeks on.

Dimensions will issue the usual uniform evaluation/wearer feedback form.

To ensure that the correct sizing information is received, the evaluation/trial sites have been sent additional guidance to assist:

MALE: https://www.wevideo.com/view/2268541103

FEMALE: https://www.wevideo.com/view/2268539422

Additionally, on the same subject:

• Engineering branded hi vis has already been deployed to NW Super hub and has been added to Engineering’s product range and once stock is in place will become a normal ‘self-order’ item.
• Industrial laundry of soiled engineers’ overalls (currently only washed at home) is being reviewed. The CWU Health, Safety & Environment Department has requested a RM provided collection/delivery laundry service, (similar to the established, existing scheme in RM Fleet where overalls are ‘Mandatory’ and get heavily soiled). RM have responded that a laundry service/process for RM engineers is prohibitively expensive to undertake for an ad-hoc, occasional overall wearing/use/lightly soiled etc., basis therefore a review of how to achieve this continues.

RM Engineers and RM Fleet Overalls Trial:

Also being trialled are new bespoke overalls/coveralls for both RM Engineers and RM Fleet which is being run as a separate trial with approximately 60 wearers both male and female, across 7 RM sites including Engineering and Fleet teams.

Attached is a slide of images (Overalls/Coveralls) which shows the finalised, newly designed overalls. The overalls designs have been under consideration and discussion for some time. Prior to reaching this stage, sample evaluations have been considered, followed by test overalls being tried out by volunteers, male and female, in a number of locations, prior to design changes, improvements and additions built in before the forthcoming planned wider trials. Note there have been a few more additional late minor changes/improvements made to the design/images such as large chest pocket(s).

The trials will collate the feedback and review with all relevant stakeholders.

RM Engineering Reducing the Need to Wear Overalls

To be clear and to remind all RM engineering Reps and members, last year the former RMG Chief Engineer James Baker proposed that RM engineers should henceforth wear overalls for virtually all tasks on all machines with powered conveyors for their complete shift. This caused widespread discontent and virtually universal objection. A letter dated 11 May 2022 (copy attached) was sent to the RM Engineering & Fleet Head of Safety, the RMG Chief Engineer, RMG Head of Assets and RMG National Uniform Manager, arguing strongly against this proposal or rather ‘intention’ (A copy is attached). Following a risk assessment review of the proposal, a positive response was received from the RMG Engineering and Fleet Head of Safety. A new, revised RM Engineering overarching Safe System of Work was launched and in conjunction with the introduction of Royal Mail Engineering trousers and long sleeve Polo shirts for abrasion protection, RME withdrew their intention and reduced the need for RM engineers to wear overalls, other than for specifically risk assessed ‘hot works’ and a small number of maintenance tasks. Key is that Royal Mail long trousers and long sleeve Polo shirts were risk assessed and confirmed as providing the level of protection required in many circumstances. See attached RM Engineering Safety Update Huddle/Briefing entitled ‘Engineering Overalls & Workwear’ issue date October 2022.

Attachments:

• Two slides of images of the RM Engineers’ new OTS ‘Blue Range’ clothing.
• A slide of images of the RM Engineers’ and RM Fleet overalls to be trialled.
• Evaluation/Order/Size Form example.
• RM Engineers’ Overalls Wearing Requirements – Dave Joyce Letter 11 May 2022.
• RM Engineering Safety Update Huddle/Briefing – ‘Engineering Overalls & Workwear’ – Oct 2022.
• RM Engineers’ Provision ‘Blue Shirts’ Trousers With Built In Knee Pad Pockets – Dave Joyce Letter 24 Feb 22.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 050/23 New RMG Workwear Uniform and PPE Range ‘Blue Shirts’ For RM Engineers and New Overalls for RM Engineers and Fleet Workforce For Evaluation Trials

RM ENGINEERS OTS JAN 23 v2

RM COVERALL FOR TRIAL

Engineering team blue evaluation orders

Dave Joyce Letter to RME – Introduction of RM Engineering Overalls 11 Ma…

Engineering – Overalls clothing update – Oct 22

Dave Joyce Letter to RM -‘Blue Shirts’ & Knee Pad Trousers for RM Engine…

Dog Law for Professionals Course Webinars 2023:

Specialist dog law solicitor Trevor Cooper has contacted the Health, Safety & Environment Department to announce his 2023 programme of ‘Dog Law for Professionals’ seminars which this year will all be on-line via a live webinar format event rather than a UK tour.

These highly recommended UK dog law seminars are hosted by one of the UK’s top dog law lawyers’ Trevor Cooper. Trevor Cooper (Solicitor) is the well-known principal lawyer of Cooper & Co. (Solicitors).

The events will look at key dog law subject matter and current dog law developments and hot topics.

Trevor is offering a mix of daytime, evening and weekend presentations. As usual, he aims to make them both informative as well as entertaining through his humorous style.

There are three separate courses to choose from to attend, 1, 2 or all 3 of them. Each course lasts circa 1.5hrs. The content will be:

• Course 1 (May) : Action Plan for Animal Welfare : Ownership Disputes : Breed Specific Legislation
• Course 2 (June) : ‘Dog on Dog’ incidents : s3 DDA : Law on Strays
• Course 3 (July) : Identification (collar & tag + microchipping) : Licensing of Breeders : Nuisance Dogs

Each Course costs £50 to attend (or £135 for a package of all 3) and the dates and times are:Dog Law for Professionals – Webinar Course 1–          2nd May 202318:30Webinar£50.00Dog Law for Professionals – Webinar Course 1–          11th May 202313:00Webinar£50.00Dog Law for Professionals – Webinar Course 1–          21st May 202314:00Webinar£50.00Dog Law for Professionals – Webinar Course 2–          6th June 202318:30Webinar£50.00Dog Law for Professionals – Webinar Course 2–          15th June 202313:00Webinar£50.00Dog Law for Professionals – Webinar Course 2–          25th June 202314:00Webinar£50.00Dog Law for Professionals – Webinar Course 3–          4th July 202318:30Webinar£50.00Dog Law for Professionals – Webinar Course 3–          6th July 202313:00Webinar£50.00Dog Law for Professionals – Webinar Course 3–          9th July 202314:00Webinar£50.00

If you want to attend all three of the courses (which is a combined total of 4.5hrs), you can buy a package for the reduced price of £135 and you will also get single membership of Doglaw SOS for 12 months (Terms and Conditions apply).

Certificates of Attendance can be provided on request.

Any CWU Rep interested in attending or for further information and to make bookings, please send Doglaw Ltd an email to: info@doglaw.co.uk to express your interest or they can be contacted on 0800 999 3647 during normal office hours. On-line boking can be made at this link: https://www.doglawsos.co.uk/doglaw-professionals-webinars/

These seminars are organised by Doglaw Ltd and are aimed at entertaining the audience as well as to educate and inform. The feedback received from these talks is consistently positive and that they represent good value for money. No prior legal knowledge is required so go along and learn!

Trevor Cooper’s seminars are recommended by the Health, Safety & Environment Department.

Attachments: 

• Dog Law Course Webinar Flyers

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 049/23 – Dog Law for Professionals Course Webinars 2023

Doglaw-for-Professionals-Webinar-Course-1

Doglaw-for-Professionals-Webinar-Course-2

Doglaw-for-Professionals-Webinar-Course-3

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Greener Jobs Alliance (GJA) Newsletter No. 45 – February 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 45 – ‘Summer is Coming’

In this edition Editor Paul Atkin points out that it’s going to be a long, hot Summer in more ways than one with the last few years experiencing exceptionally hot weather during a La Nina period, when the Earth’s temperature is supposed to be lower than average. Paul points out that this Spring we will move into an El Nino upswing, with ferocious heat spikes demonstrating the effects of global warming and warning that, unless we act faster and more profoundly, the 1.5C limit will slip beyond our grasp. Three out of every four people say that they want faster action and transition to save our futures! Paul refers to the current Trade Union campaigns across the movement with the wave of strikes in all industries, driven by the cost of living crisis, rampant inflation, driven by the increased costs of fossil fuel energy, for heating, cooking and transport; with knock on effects on food and everything else, so the TU movement is putting forward solutions for the whole of society as well as defending our members. With the climate crisis so severe, there is no prospect of a return to any kind of previous “normal”. The wavering government recognises that in all the wrong ways; and is moving to try to break union strength and capacity for an effective fight back and strike action, criminalising protests and suppressing opposition and votes – the sort of measures that pre-war Romanian playwright Ion Ionescu described as “the rhinocerisation of the state”. All of which we have to resist with the new solidarity being forged, new connections and networks built; and Paul concludes that the government should be worried!

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 45

• Editorial
• Coming up
• GJA AGM
• Big economic returns for modest investment
• EAC Recommends Faster Transition
• Joint Education Union Heatwave Protocol
• Government disappoints again – and again it WILL cost lives
• Campaign for Ella’s Law
• London Labour Policy on Housing Retrofit
• Debate: Increased military spending risks people and planet
• Obituary: Carla Lipsig Mummé
• Universities banning Fossil Fuel Companies from Careers Services
• TUC Climate Objectives
• Newsflash: people who like Corporate Jets discovered
• Courses and Workshops
• Green Bites

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.

GJA Annual General Meeting

This GJA AGM will take place on Tuesday 14 March 2023, 11.00-13.00

Agenda

Guest Speakers

• Niall Toru (Friends of the Earth) – National Climate Service
• Hannah David (PCS) – Green Bargaining Officer
• Hannah Markova (TUC) –
• Q&A session
• Debate
• Plan of Action 2023

This is a Hybrid Meeting.

Attending in person UCU HQ, Carlow St, Camden, Town London NW1 7LH

Register for attendance by e-mailing tahirlatif51@icloud.com.

GJA Newsletter Snippets – More in the Newsletter:

• Client Earth Legal Action

Thanks to legal action by FOE and Client Earth, by the end of March the government has to update its Climate Action Plan so that its actions are in line with its targets.

• Electric Vehicle Battery Production – UK being left behind

The US is providing companies with a $600 million grant for new EV battery factories. The EU is planning to do likewise. China is presently producing 77% of the world’s EV batteries. In the UK as the Tory government flounders, without significant state investment the prospect for domestic UK battery manufacture looks bleak, with a potential negative knock on effect to the entire car industry.

• ITUC report 

A new ITUC study shows that stepping up public investments can have significant positive impacts on employment and overall economic growth in emerging economies. Globally, trade unions are calling for the creation of 575 million jobs and the formalisation of at least one billion informal jobs by 2030, to enable delivery of the United Nations’ 2030 Agenda commitment for full employment and decent work under Sustainable Development Goal 8.

Quote of the Month:

“Something is fundamentally wrong with our economic and financial system,”

Antonio Gutierrez Secretary General United Nations

 Attachment:

• See attached copy of the GJA Newsletter No.45 for February 2023.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 048/23 – Greener Jobs Alliance (GJA) Newsletter No. 45 – February 2023

Att: GJA-Newsletter-45-Feb-2023

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JOINT STATEMENT REACHED WITH ROYAL MAIL GROUP

We have today concluded a joint statement, under the new process for talks, committing both parties to reach a full national agreement by Sunday 12^th March. Importantly, the statement includes an appendix covering unagreed revisions, executive action and an independent review of all suspensions, conduct cases and dismissals arising from the dispute. The next stage of negotiations will continue to be facilitated by former TUC General Secretary, Brendan Barber and ACAS.

We are sure Branches will see this as a positive development.

We will be holding joint briefings with the employer and senior field officials tomorrow and a full verbal update can be viewed here https://www.youtube.com/watch?v=ph0E-imvRmo

A copy of the joint statement and appendix is copied below.

We once again thank you for your hard work and support – it continues to make a huge difference.

Solidarity,

Dave Ward                                     

General Secretary                     

Andy Furey
Acting Deputy General Secretary (P)         

A new process for talks between Royal Mail Group and the CWU: Joint Statement by Royal Mail Group and CWU

In recognising the seriousness of the ongoing dispute between Royal Mail and the CWU both parties have now agreed to enter into a new process of talks between the senior leadership of both RMG and the CWU facilitated by Brendan Barber (former TUC General Secretary and ACAS Chair) supported by Marina Glasgow (Chief Conciliator of ACAS). Maria da Cunha and Shashi Verma (Non-Executive Directors) will support the talks process and provide Board oversight.

Both parties recognise that for these fresh talks to reach a successful resolution by 12^th March every effort needs to be made to urgently address and minimise the current tensions across Royal Mail Group workplaces, arising from the long-lasting dispute.

The talks will focus on and work at pace on all the issues that have given rise to the dispute, or arisen during the dispute, including the pay and changes required to secure the future of RMG, the most constructive way to work together in local revision activity, and an appropriate independent process for reviewing any issues regarding fair treatment of employees and/or TU representatives arising out of the dispute.

A programme of workstreams has started on all issues mentioned above and will conclude Sunday 12th Marchto secure an agreement.

Both parties recognise that the business faces the most seriously challenging financial, economic and market conditions in its history and that the best way to meet these challenges is to reach a national agreement that aligns the interests of all, including the workforce and customers and key stakeholders, in building a positive future for Royal Mail Group.

Appendix to National Joint Statement

To support the wellbeing of all employees and to create the right environment for the new process of national talks to succeed, RMG and CWU have agreed to urgently address and minimise tensions in all workplaces and across business and union structures. The practical steps required to achieve this are set out below.

1. RMG and CWU Re-engagement on Joint Revision Activity

Given the serious financial and economic challenges facing the business, Royal Mail and CWU will now commit to work together to re-engage in local revision activity and deploy all revisions by the end of the financial year. This joint activity is designed to deal with exceptional circumstances and is without prejudice to our existing IR Framework Agreement and future RM / CWU relationships.

The re-engagement activity will be carried out in accordance with the following principles:                            

1. These revisions are designed to align hours to workload and improve productivity, recognising that there has been significant overall volume decline. These revisions are not designed to deal with the wider changes involved in national negotiations covering the Royal Mail proposals on the network window and associated changes to start & finish times.
2. In Delivery Revisions there will be no changes to attendance patterns unless agreed locally. Where there are managerial proposals to change start times these must be subject to local circumstances, such as changes to arrival patterns or indoor workload. Where this is the case this will be restricted to a maximum of 30 minutes. Changes to start and finish times will be subject to local agreement, where agreement cannot be reached on this issue this will be escalated in line with para. 8.
3. In Mail Centres revision activity will take place on the established key principle of the efficient alignment of resource to workload and workplan while minimising disruption to employees. In all change due consideration will be given to current attendance patterns, and movement of people between shifts will be on a voluntary basis.
4. There will be no Compulsory Redundancies arising from any of these revisions.  Any Voluntary Redundancies will be carried out on a seniority basis, in accordance with the MTSF process. All information relating to the revision including Voluntary Redundancies will be shared locally.
5. Given the above timescales, these revisions will be carried out through a Table-Top Unit led process in Delivery and Mail Centre Realignments.
6. Where a Delivery Revision or Mail Centre Realignment has already been deployed, a joint review will take place locally to ensure the unit is achieving the deployed efficiency levels, MTSF process has been applied and all resourcing issues resolved. The outcomes of the review must be consistent with the full terms of this Joint Statement and where this is not the case, remedial action should take place.
7. In operational units where Revisions & Realignments have still to be deployed the Local manager and CWU Representatives will reengage to validate, review, and seek to reach agreement on the revision. The outputs will not be restricted to managerial proposals and both parties commit to meaningful negotiations which secure an agreed deployment by the end of the financial year.

Where agreement cannot be reached by Friday 10th March 2023 the Unit will move into a fast-track escalation process outlined in section 8 of this joint statement.

8. As part of a joint commitment to progress at pace to achieve the proposed timescales, there will be a fast-track IR escalation process overseen by Royal Mail Group RODS / GMs and equivalents plus CWU Senior Field Officials, designed to support the local and area parties to find pragmatic solutions. However, there is joint aspiration that the vast majority of units will be able to reach local agreement by Friday 10^th March 2023.

Exceptionally, this revised escalation process will conclude within the timeframe from the point of escalation and at the latest by 22^nd March 2023. If no resolution is reached following the fast-track IR process the national parties will inform each other of their intentions.

9. Revision activity and re-engagement in Parcelforce and other functions will be in line with the spirit and intent of this statement and will be subject to urgent separate discussion with the respective CWU national officers and Royal Mail functional directors.
10. Revision outcomes, including those already deployed, must achieve USO compliance, office clearance and the maintenance of all quality-of-service targets.
11. Royal Mail have confirmed that in achieving savings targets they will prioritise the removal of agency hours where regular and reliable cover is available from the core team. Discussions will take place locally on reasonable earnings opportunities for existing employees.
12. Any re-sign of re-picks of duties resulting from the revision deployment will be carried out in line with existing national agreements. Where revisions have been deployed a joint review will take place on the re-sign activity.  Where remedial action is required this may take place post deployment of the revision.

2. Independent Review of Suspensions, Conduct Cases and Dismissals

As part of the workstreams to resolve all issues referred to in the joint statement, there will be an independent review of conduct cases involving CWU members and representatives, arising from the dispute. As a result, the discussion will cover the detailed approach to conduct cases including suspensions and dismissals.

The independent review process will be facilitated by Brendan Barber (Former TUC General Secretary) and Marina Glasgow (ACAS Chief conciliator). The aim will be for the full process to be agreed by the 6th March 2023 and will run in parallel with the national talks.

LTB 047/23 – JOINT STATEMENT REACHED WITH ROYAL MAIL GROUP

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POST OFFICE: PAY DISPUTE – JOINT STATEMENT

Further to LTB 037/23, the Union held a further productive meeting with Jane Davies, Group Chief People Officer yesterday afternoon.  We are pleased to report both parties have agreed the following Joint Statement, which was published this morning.

Joint Statement – Post Office and CWU Pay Negotiations

We wrote to you recently, advising we had agreed to refresh our pay negotiations and that new talks were planned. Yesterday we held a further exploratory meeting where we discussed various options on a without prejudice basis.

Both parties felt the meeting was constructive and we have a shared aim finding a solution as soon as possible. There are, however, many complexities surrounding these talks, therefore, we would ask colleagues to remain patient whilst these talks are ongoing.

We plan to meet again next week. In the meantime, both parties will be considering each other’s contributions made during our talks yesterday. We will write to you againbwhen we have made further progress.

Jane Davies                                               
Group Chief People Officer
Post Office                                                  

Andy Furey
A/Deputy General Secretary (Postal)

Further developments will be reported.

Yours sincerely

Andy Furey
A/Deputy General Secretary (Postal)

LTB 046/23 – Post Office: Pay Dispute – Joint Statement

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We will be live with an important update for Royal Mail Group members at 5:30pm today.

Please ensure as many members as possible are online.

WeAreStillHere