Recruitment Drive – New Entrants in Royal Mail Group

Further to the National Briefing at the Queens Hotel, Leeds on 25^th July where the profile of Recruitment was raised.  Branches and representatives will appreciate the importance of ensuring this activity across all Royal Mail Group workplaces, remains a high priority.

This is necessary more so than ever, as RMG have informed us they have embarked upon a significant recruitment drive and have already employed 1200 new starters in the past two weeks.  It is crucial every effort is now made to recruit these people into the CWU and plans are put in place by all Branches to achieve this aim.  Alongside this, Organising and Recruitment must feature prominently as an agenda item for all business based and Branch meetings.

We realise recruitment of new entrants on inferior pay terms and conditions is a new challenge.  The Union is fully committed to securing improvements and fairer terms and conditions on a par with those recruited prior to 1^st December 2022.  The more new-entrants joining the CWU the better the chance of achieving success.

In terms of the wider organising and recruitment strategy, including a review of all supporting communications and recruitment literature, this work is ongoing at Headquarters.  Once our plans have been finalised the intention is to hold a launch event via a national zoom call with all Branch Secretaries.

Recruitment into the Union is the responsibility of representatives at all levels and must be treated as a priority.

Yours sincerely,

Dave Ward                                           Andy Furey
General Secretary                             Acting Deputy General Secretary (Postal)

23LTB201

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Business Recovery, Transformation & Growth (BRT&G) Agreement – Paragraph 6.4.3 – Leaving Royal Mail through Ill Health (LTBIH)

During the recent National briefings, reports were received there was a belief Royal Mail are deliberately delaying the authorisation of cases involving leaving the business through ill health (LTBIH) / Ill health retirement and preferring to wait until 1^st August 2023 when the new terms are enacted.

Royal Mail are saying there is no policy of delaying LTBIH cases, however, if any representative has evidence to the contrary then please ensure the situation is immediately put into the Dispute Resolution Procedure (DRP) as a disagreement, ensure our member raises a grievance and also forward any evidence to the PTCS Department, where we will take the cases up with Royal Mail for our members who are due to leave on ill health with a lump sum prior to 1^st August 2023, to receive the correct compensation.

Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: khay@cwu.org

Yours sincerely                                               Yours sincerely

Carl Maden                                                     Andy Furey
Assistant Secretary                                     A/Deputy General Secretary (Postal)

23LTB200

BRT&G Agreement – New Imposed Terms & Conditions, Part-time to Full-time, Internal Transfers and Job Share

Branches and Representatives will be aware that Section 9 of the BRT&G Agreement was clear in stating the company introduced new terms and conditions for new entrants from 1^stDecember 2022.  Equally, our position is clear that these arrangements are not agreed with the union.

Since the agreement was endorsed on 11^th July 2023 many enquiries have been received that relate to moves from part-time to full-time, transfers between units and job-shares.  The answers to the points are addressed below:

Part-time to Full-time

In relation to the move from part-time to full-time hours, Stuart MacDonald, IR Director has confirmed the following:

“I am writing to give confirmation that we have agreed to deal with the ‘Part Time to Full Time’ topic separately, therefore further discussions will be scheduled in line with our normal national procedures.

For clarity, this means that Royal Mail will in the meantime honour existing agreements and the status quo will apply.”

This is clear the status quo will continue to apply; therefore, those on the old terms and conditions maintain these in the event they move from part-time to full-time or increase their contracted hours for that matter.

Internal Transfers 

We have been made aware that in some areas of the country RMG are using the following policy:

BAU Internal Transfers are where employees apply for vacancies through Success Factors, and the most senior internal applicant is successful.  New vacancies are advertised on new terms, so we are unable to progress the BAU internal transfers.  Therefore, there is an exception process which means they would remain on existing terms (e.g. moving due to family circumstances) and those that fall under this category should be progressed through HRBP (policy shown from attached Transfers Guide).

There is no longer a transfer list therefore members who want to either increase their hours and/or move to another office have to apply for those internal jobs via ‘Success factors’ meaning they are applying for jobs which are being advertised on new terms and conditions. This is a contradiction that has to be addressed as does the exemption process and this matter will be raised with RMG immediately. Reports have also been received of transfers being blocked in certain locations and this is completely inappropriate given the number of vacancies which currently exist.  We ask Branches and Representatives to raise these cases through the IR Framework.

Job-Shares

For the avoidance of doubt, the situation in relation to those moving to job-share is exactly the same as if two members are on the old terms and conditions they would retain these on a personal rights basis in the event of moving to a job-share.

In conclusion, further communications will follow once there is a joint clarification regarding the latter two areas above but prior to this Branches and Representatives must ensure they highlight these matters locally through the IR Framework and if necessary use the full Dispute Resolution Process.

Yours sincerely,

Andy Furey

A/Deputy General Secretary (Postal)      

LTB 199/23

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National Briefing: Leeds 25th July 2023 11:00AM

Mick Kavanagh welcomed everyone to the briefing, explained the agenda and asked General Secretary to address the audience.

Dave Ward General Secretary

Dave Ward started by telling everyone that it was good to see so many of us here. Told us that HQ recognise the difficult time we’ve all been through. How draining and attritional things have been. Acknowledging that for some of us it has been too much and a lot have left.

He went on to say that we need to have a conversation about where we go next and what we do. How we get a handle on things, in the workplace and with the employer. He stated that if we don’t try to use the agreement to get a handle on things then we’d be giving up and letting Royal Mail have everything they wanted.

Said no one is pretending that the deal was great. Said it shows that Social Media an echo chamber. Members were tired of the dispute and wanted the money amongst other things. No old days coming back and this where we are is the new normal. Royal Mail are in dire financial straits. Truth is at the bitter end of the dispute, the truth is we were close to the end of Royal Mail and with it the end of our union. And we’re not out of the woods yet.

We now need to move beyond just saying no to things we don’t like. The CWU has to start coming up with solutions so that the CWU can fix the mess Royal Mail have made of things. The people at the top of Royal Mail are still the same old faces who have driven the company into the ground. They do not actually have a plan to get us out of this. Their only playbook is to do the same old things that have failed time and time again. We need to step up, we’ve now got to give our solutions. We’ve got to give support at local level like never before. 

DW started talking about the issue with the £500 how this came about. Bottom line is we don’t believe what they are saying. They initially claimed they didn’t have the money, but turned out Royal Mail finance director said not true actually problem with payroll. We threatened to withhold ballot result but came to realise that would be cutting off our nose to spite out face.

In terms of Sick Absence. Dave said call it what it is, it’s executive action pure and simple. One more meeting with the business to try and resolve this. Said in our summit meeting we raised issue of executive action and proposed solutions. Business told us that their problems were because of delayed real estate sale problems. But We’ve opened a crack for new way of doing business, Ricky MacAulay.

Said we need to look at how we re-engage branches and representatives in fixing this. Looking at how we can enable our reps to have the confidence to get back in front of our members locally. We need to get in front of members, give them answers, and give them confidence. 

Dave said that as a Union we need to start re-instate the discipline of the IR Framework. Even where Royal Mail are not interested in this. It’s understandable that this has gone down the wayside because of what we’ve all been through. We need to start getting back to us making proposals to them about how we fix things. 

He went on to say that the challenges we’re facing now would have come anyway. The unpleasant change that has been coming we were always going to have a reckoning on. We know that for some of our members the worst thing that could happen is working later and this was always going to be difficult. 

We need to use the expertise that we have in the field. Most of the Royal Mail managers literally don’t know what they are doing, how our industry works. But we do. They’ve ignored the working groups that were there to help our members and you can’t transform the industry without bringing workers with you. 

DW said RM need to start trusting their workforce to come up with solutions to make things better. Felt that the company might finally be in a place where they are prepared to actually listen to our ideas.

Went on to talk about recruitment and retention. Said the CWU has to refocus on recruiting new entrants. It’s been difficult for us because of what has been happening. Need to remember that the CWU has never agreed the new grade. It is only the CWU who will be able to deal with this. Need to use the JWG to get a hold of improving new grade terms and conditions. Labour Market going against RM and they are struggling to recruit and retain staff.

Said we’ll lose members who are against the deal. Said the CWU has to still be a voice for the 25% who voted no to the deal. They are our people and they have legitimate concerns about the change. We have to make sure that they feel we are all still a team, a Union.

To re-engage we really need to start talking about the future. Talked a lot about the future of the USO, where it goes in the future and what the risks are to our members and the Union. If we carry on with the same argument then it isn’t going to end up with just 5 days, it will actually end up being 3 days a week, or maybe not at all. Reminded us that what sets RM apart if the ownership of the doorstep. That we touch the public every day and the public trust us.

Went on to talk about a new political settlement. Talked about how the Union are working with the Metro Mayors such as Andy Burnham, they want to talk about improving local economies and using Royal Mail as a lynchpin of these approaches. Not just parcels. They are important but we need to cast our net a bit wider. 

Went on to talk about Darren Jones and the select committee. Ofcom review coming soon and we need to play some cards but it could be a double edged sword because of potential for massive fines. Could be double edged sword but we 100% cannot let their abandonment of the uso stand. 

Andy Furey

Andy started by saying that it was an opportune moment for the CWU to come together off the back of the ballot for the agreement. Said we need to remember that Unity is a Trade Union value. We are going to need to come together at all levels of the Union. Respect to those who felt differently and voted no but now we need to deliver on what has been agreed. 

Said that there will be a rocky road ahead. But that we are strong enough to deal with the problems we have. Stated that the gang of Union Busters that Simon Thompson appointed to break the Union are still in situ. We’ll see what the new CEO brings but there is going to be a bumpy road no matter what. The IR Framework is of paramount importance. We need to get back to using this as BAU. Talked about using the unilateral process. 

Talked about how the business in the dispute wanted to scrap the IR Framework, and decimate our structures. But we fought that off. CWU are aware that Royal Mail are today going to announce a new managerial structure. This is currently embargoed but will be released sometime today. Whatever they look like we need to adapt and face it up. 

Talked about 2.6.1. which talks about joint recovery and transformation boards will be set up. CWU Nationally pushing for a national one, and we need to set up the Regional boards too. They should be taking place.

Went on to talk also about how we have not agreed the new Ts & Cs for new entrants. Expect to start making progress on the JWG to enhance these terms and harmonise with the OPG grade. Said that the new agreement said that new terms are from 1st December. Therefore if someone joined on new terms before 1st December, then we need to push them getting put onto OPG terms. Similarly anyone employed before 1st of December remain on OPG terms if they change hours or transfer between offices. If Royal Mail try it on then use IR Framework and Grievance procedure.

Talked about recruitment. We only actually recruited about 15% of the 2400 people who’ve joined Royal Mail since the start of the year. 700 people starting this week and another 500 people next week. Huge recruitment and they are expecting around 6500 new entrants in 2023 by the end of the year. We need to get boots on the ground recruiting, retaining and organising the new entrants. They only way we’ll be able to get their terms up is to recruit them into the Union. 

He went on to say about 2.4 of the agreement about improving relations. Thanked everyone for their contributions in the dispute. We have to come together and deliver for our members.

Keving Beazer SW Regional Secretary paid tribute to Ben Watts who is leaving Royal Mail and CWU. Said that Ben wanted it to be said that this isn’t about doom spirals. Ben wanted it said that he still believed in the CWU as one of the best Trade Unions in the country. Said we cannot descend into finger pointing. We have to come together and rebuilt. In their Branch, and in the wider Union.

Dave Ward came back on the questions. Said that in respect of the £500 Union had difficult choices. Truth is we haven’t given up on getting the £500 sooner but it is difficult about raising expectations if that ends up not being possible. Said he understands the anger and frustration about it. CWU HQ were gutted when we heard. However he accepts the criticism about this. Talked about the issue in the Essex Amal with a particular office in their branch were CWU properly attacked in one of the worst ways in whole dispute. 

Andy Furey gave update on RM re-organisation. Rob Jenson leaving business august. Simon Scott new delivery director. Extra RODs, and RODs also taking on Mail Centres. Will be more OPLs and will be a North ad South field directors.RODs will no longer be direct reports to Grant McPherson.

Immediate Priorities 

Sick Absence Carl Maden.

Carl said where we are ATM the immediate priority is to pull business back from their executive action. Two days after agreement they announced something far beyond what was in the BRTG on sick. Said they’d been meeting with Royal Mail and were hoping to make progress in that JWG. But Royal Mail hadn’t even done the normal thing of sharing their comms. 

They announced that they were re-writing the attendance agreement. The BRTG did say about new standards AND welcome back meeting changed. What is not in that agreement is for example automatic issues. CWU wrote to them and told them that they are going further. The people doing this are the “Our business to run”. Another meeting planned this week but business playing so loose with what is agreed. CWU determined to get the JWG up and running. Talked about the IHR process and a suspicion that business deliberately dragging feet to save money on new terms. Must get members at risk of this to get grievances in prior to the 1stAugust. Talked about fleet (that part of agreement went down) currently consulting with the field. 

Mark Baulch QOS Checklist

Mark started by talking briefings in August. Said the we really need to start getting into the nuts and bolts of us using the agreement. We need to start proposing solutions. Said that the department has contacted the Div Reps about volunteers for working groups and that there will be a lot of work in the field on. 

Royal Mail are back to just having very simple core 5 day 1 in 6 Saturday duties. We do not want to move into that direction. Need to have menu of options still. Went on to touch on the USO. Said that department is starting to look at what a USO sans Saturday would look like for jobs in deliveries. Said we want to be proactive about that discussion and debate. 

On the later starts we need to get into the detail on this. Looking to set up the Mail Centre joint working groups in the next few weeks. Said we’ve put a document to company on a approach to the joint validation exercise on WIPWH. Crickets from business. Talked about how Rob Jenson leaving has left a void, and this has meant there has been a lull. CWU has forcefully put across that we need a more switched on response. It s useful that Simon Scott will actually be the delivery director, and has the authority, but he is a very difficult character. 

Business have suspended their expansion into the Sunday product because of lack of funds, but they always seem to have money available for loads more tiers of management. Problem is they aren’t prepared to invest to build the new product.

Just shared the outputs of the Joint Checklist, said we need to get on the front foot on the action plan. Said that we shouldn’t be moving forward with revisions in units that cannot meet the USO at present. Problems with the way the business are presenting targets. The data doesn’t fit, and CWU have asked them to present data in a way that is more comprehensible. Massive growth in the number of revisions that they say are needed has gone up by hundreds. Said that local productivity validation needs to move forward.

Davie Robertson Mail Centres and PFWW.

Started by talking about the tensions in the agreement between supporters an opponents of agreement. Talked about how no peace treaty because the people attacking us are still in situ and still attacking us. 

Said that for Indoor the QoS checklist is about trying to undo the damage from the Executive Action realignments, which we’ve tried to do. But business no playing ball or fair. On the Supernumeraries the business are trying to ignore the local disagreements. This is to get around the Status Quo provisions. Said it isn’t true. We can 100% put in disagreements on all the stuff around shifts etc. We need to get these in.

In regards to the Supernumeraries issue this was caused by Royal Mail. They did it by executive action. It doesn’t work. They wrote to members saying they’ll change their shifts but they could remain on something similar or be supernumeraries. What RM are doing is in clear breach of the MTSF. Have now escalated it for some time. Since the 25thMay, RM took exception to language. Re wrote and sent in on 6th June and RM have ignored. Carrying on regardless totally ignoring CWU looking to just manage people out of the business. We are as a National Union thinking about do we start pushing Rule 13 ballots for mail centres with this issue. Talked about getting the cross functional working groups on start times network window based on mail centres very soon. Closure agreement for the air hubs coming out of network. Business bringing forward proposals on Channel islands, Isle of Mann, Scottish Isles as new business. 

Said there won’t be a Network Review this calendar year. Currently in discussions around the roll out of PAD. 

In respect of PFWW wanted to touch in the major things that were happening in PFWW. They originally wanted to close, shrink PFWW or move to gig economy model. Load of revisions have been deployed that just aren’t any good. CWU had warned them of the failings. We need to be fleet footed and have good ideas to keep them engaged with us.

Answers to Questions

Mark Baulch started by saying he agreed that the business approach to CSPs is crazy. Obviously during Covid there was some logic to restrictions. CWU couldn’t oppose this but said they had real problem getting the hours back. 

Simon Thompson felt that the 40 Million a year that the business spent on CSPs annually wasn’t value for money. Mark said they are dead wrong and that if we are serious about improving our wider offer to public, growing the business etc, it is mad to close the Royal Mail shop front to the public. 

In the dispute they also tried to close CSPs outright but they were pushed back because of the public outcry. They are therefore trying to get their goals by stealth de facto closing the network with these changes. Can’t get deal on it because the business won’t negotiate in any way.   

MB talked about on QOS checklist. Backed up Ralph Ferrett’spoint about how this is an in for us to challenge the revisions. Promised that CWU HQ would back branches on disagreements, national intervention and rule 13 ballots.

Davie Robertson came in and explained the differences between the Supernumeraries and surpluses. Talked about Royal Mail not playing ball and by the back door trying to destroy the MTSF. The problems are massive and it is crucial for the CWU to get handle on this. Maybe biggest single issue facing the CWU.

Talked about how QOS was going down in Mail Centres, wanted to see a big expansion in Branches using disagreements.

In PFWW he said the big problem is that management basically saying all problems in the business unit is caused entirely by our members being lazy. They had a vision that all new employees will be owner drivers. We fought this off but the problem is the same managers are still in place. People who don’t understand the industry and don’t have a scrap of empathy for us. Talked about how with PFWW losing money it is only a matter of time before they come back with a closure or gig economy model. If it comes to PFWW it will come to Royal Mail.

Carl Maden talked about how the 7 days is one of the things that the business is taking legal advice. Feel that it can’t be right what business are doing here given that they have put standards in writing. Talked about the equality structure. Talked about how way HQ know about the anger in the field, says HQ shares this and is pushing it at Royal Mail al the time. Said about how members only come to the Union when things have gone wrong. 

He is upset that we can’t get an agreement. Said we have told the business that they will fight the sick proposals with every tool available to them. Talked about the armies of HR people in Royal Mail who are completely unaccountable. 

Lord Falconer Review

Started by saying it is an absolute disgrace what has happened with the two NAP decision outcomes. Basically the company is trying to add a compulsory transfer to the NAP decision results. Raised this issue in front of Lord Falconer. 

Talked about how business trying to get LF to chuck out 47 cases that Royal Mail claim aren’t actually dispute related. Talked about the cost of LF review. We think it might be possible that Royal Mail might be open to negotiations as they would like to avoid cost. They want to be in a position to communicate directly with the people in the Faulkner review. Will look to keep Union updated as far as possible.

CWU Consolidated Accounts 2022

The purpose of the LTB is to inform Branches that further to LTB 177/23 dated 10^th July 2023 which invited questions to the 2022 CWU Accounts, that at the closing time for questions to be submitted, today (Monday 24^thJuly) at 12 noon, no questions have been received.

Accordingly, there are no answers to be sent to Branches on this matter.

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

LTB 197/23

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Royal Mail Group: BRT&G Agreement Paragraph 6.4

Further to LTB 187/23 dated 17^th July.  Branches and Representatives are advised that on Friday 21^st July we met with RMG to discuss a number of areas relating directly to Section 6.4 of the BRT&G Agreement.  Specifically, these discussions focused on a problem solving approach around the issues of “migration” or the transition from the former standards to the new standards which are due to be introduced from 1^st August, along with the urgent establishment of the Joint Working Group which featured highly on our agenda.  To help make for a constructive meeting, the business presented a comprehensive slide deck of information and data that requires further consideration.

Both parties were clear in their respective positions regarding these matters and it is indeed disappointing that RMG has chosen to unilaterally send letters to our members who currently have been issued with an AR1 or AR2 warning about sick absence.  We have now been provided with these letters formally and these are being examined.

We need to be clear, these letters haven’t been agreed by the union.  In fact, we were not advised or made aware of the issuing of these letters prior to them being received by our members.  This is extremely disappointing, especially when all parties should be focused on jointly delivering our agreement.  These concerns have been expressed in the strongest possible terms.

On a positive note, the meeting was focused on seeking to arrive at an agreed position and overall it was relatively constructive and we have agreed that the talks have been adjourned and we will continue our dialogue with Adrian Porter, Reward & Performance Director.  Essentially, both parties have agreed this area needs to be treated as a priority and therefore we expect to meet again in the coming days.  We will also give a full report back to the Postal Executive so that next steps can be determined

Any enquiries to this LTB please contact: The PTCS Department reference 312, email

address: khay@cwu.org

Yours sincerely

Andy Furey              

Acting Deputy General Secretary (Postal)                                                                                         

Carl Maden

Assistant Secretary

LTB 198/23 – Royal Mail Group BRT&G Agreement Paragraph 6.4

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CAPITA TVL: 2023 PAY AGREEMENT, INCLUDING CONSOLIDATION OF COMMISSION MONIES, FOR FIELD MEMBERS

We are pleased to advise Branches the Postal Executive has unanimously endorsed a Pay Agreement for our Capita TVL Field members, which applies from 1^st April 2023.

New Basic Pensionable Pay of £30,000 Per Annum for Visiting Officers from 1^st September 2023

The vast majority of our Field members are Visiting Officers.  The pay agreement includes an increase to the basic starting salary for VO’s from £23,680 to £30,000 per annum, an increase of £6,320 (26.7%) on basic pay.  This increase is made up of a combination of new money and the consolidation of ALL commission scheme monies.  There are many different rates of pay for the various grades of Field members, making this a complex matter; the full details of what this means for our members are contained within the attached pay offer letter from Paul Johnston, Partnership Director dated 13^th July.

We have had a long-standing joint commitment with TVL management to review the Field commission scheme.  Our policy has always been for commission monies to ideally be consolidated into basic pensionable pay, and this was our primary objective in this year’s pay negotiations.  Therefore, we are pleased we have now reached agreement to wind up the Field commission scheme (from 31^st August 2023) and recycle ALL of the monies into base pay.  This means on average across the Field, the Agreement is worth 9.5% overall.

Lump Sum Payment of £650 (In Lieu of a Pay Rise from 1^st April to 31^stAugust)

As our members will earn commission scheme payments for April – August inclusive, and coupled with the fact the new pay rates are introduced from 1^stSeptember, the pay agreement includes a £650 one-off lump sum payment (pro-rata for part-timers).  This approach supports the migration from the old pay rates to the new pay rates and ensures our members do not lose out for the five-month period from the pay review date of 1^st April to the introduction of the new £30k pay rate (from 1^st September).  This one-off payment of £650 (pro-rata for part-timers) is equivalent to 6.75% for those on a standard salary.

Transition Payment of a Minimum of £500 for VO’s

We have been assured via data and modelling shared by management that c.75% of VO’s will either be positively impacted by the new arrangements of £30k basic pensionable pay or will see no change to their overall earnings.  To assist those members who earnt higher commission payments in 2022 there will be a one-off “transition” payment representing 15% of the reduction in pay based on 2022 earnings.  This is underpinned with a safety net of a minimum £500 one-off payment.  Those members who lose more than £500 get the 15%.

Company Car

The Agreement allows for the provision of a Company Car, Car Allowance (£3,700 per annum, pro-rata for part-timers) or retention of the private mileage option for those who qualify.

Ballot Timetable

The following ballot timetable has been agreed with the SDGS Department:

• Ballot papers despatched Monday 24^th July
• Ballot papers returned and result declared Friday 11^th August

The above timetable will allow for the £650 lump sum payment to be made with the August salaries.

Darwen & Bristol – Contact Centres & Admin

Due to the entirely different nature of the work for our members working in the Bristol Admin Unit and Darwen Contact Centre (and the relevance of Capita’s policy in regards to the Real Living Wage which impacts upon the majority of these members) these pay negotiations are taking place separately.  Capita has made a pay offer for these members which we will be reviewing.  This does not involve any commission scheme monies as these members don’t earn commission.  Further developments in this area will be reported.

Conclusion

Commission scheme payments are not guaranteed, not pensionable and they are not paid for sick or annual leave and in reality the high earners essentially perform many additional unpaid hours over and above their contracted hours in order to earn high commission payments.  The obvious benefits of consolidating commission scheme monies include all of these factors, along with the hourly rate increasing which flows through to the overtime rates.  Due to the nature of the commission scheme (which was based on an individual’s performance) and the variations between the amounts earned across the membership, the new arrangements mean there will be significantly more winners than losers with the consolidation.

This new pay agreement will support Capita’s plans to recruit another 70 VO’s and it is essential they offer a more competitive pay & reward package.  Coupled with the new £30k basic pay rate will be the offer of a company car.

The Postal Executive believes that the consolidation of ALL commission scheme monies leads to a fairer and more equitable distribution of earnings for the work performed by all VO’s.  We also believe there will be an improvement in work-life balance as our members won’t need to work over and above their conditioned hours in pursuit of commission payments and crucially they will have the benefit of the increased basic pay, which is guaranteed.  By incorporating the scheme monies into the basic salary we are safeguarding all current earnings for the future.

Yours sincerely

Andy Furey

A/Deputy General Secretary (Postal)

LTB 196/23 – Capita TVL – 2023 Pay Agreement, Including Consolidation of Commission Monies, for Field Members

Attachment to LTB 196/23

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Royal Mail’s Customer Service Points (CSP) – Further Advice to Branches and Members

Further to LTBs (Letter To Branches) 166/23, issued on the 29^th June updating Branches and Representatives of Royal Mail plans to further reduce Customer Service Points (CSPs) opening times. These plans have now been rolled out nationally on the 10^th of July.

These changes to CSP arrangements are the worst possible outcome, short of Royal Mail’s previous and initial plans to close near on half of all current CSPs. Equally, Royal Mail has been clear that there will be no opportunity to review or revise these opening times to reflect any local circumstances or local customer demand.

Sadly, and due to this approach by Royal Mail, we needed to set out in LTB 166/23 some initial advice on how to deal with such planned business-driven change. Based on the feedback now received in terms of the ongoing local impact resulting from the changes in CSPs opening times, we need to offer the following further advice to Branches, Representatives, and members alike: –

• Where as a result of the local changes in CSPs arrangements, this has resulted in a surplus staffing situation, this would need to be addressed fully in line with the MTSF Agreement, which includes the requirement for local management to fully engage with the CWU. 

To confirm, this would cover the direct points of any possible redeployment of individuals to other duties, the offering of VR (Voluntary Redundancies) voluntary Buy-Down in hours, and where there are any unresolved local surplus staffing situations. This would also include any possible pay protection issues resulting from this business driven-change. Any failures on the part of local management to apply the direct terms of the MTSF Agreement should be raised directly at Divisional level and in line with the IR Framework.

• In the case of individuals covered with protected characteristics, caring, family, medical or other personal consideration, including those covered under the Equality Act (Disability, Discrimination Act in Northern Ireland) and that are displaced under these Royal Mail changes, it is mandatory that any such change in duty arrangements should have been carried out in line with the required legislation in such matters, and in advance of the change happening.

This means that ‘person specific risk assessments’ have been undertaken, whereby vulnerable and disabled workers (or workers covered by a reasonable adjustment arrangement) should be subject to robust reviews of their reasonable adjustment needs and workplace arrangements. This is done to ensure any protective measures and agreed reasonable adjustments are maintained or improved through the process of any workplace change activity. This should have been undertaken in advance of any change and fully documented to demonstrate the ongoing reasonable adjustment needs. (The Health & Safety Executive (HSE) guidance states: ‘Risk assessments are a working document and, as your business experiences change, this information should be recorded and updated’.)

Where there are any outstanding issues, concerns or non-compliance in terms of the above, including person specific risk assessments, this should be raised via the Workplace/Area Safety Reps and via the RMG/CWU Health & Safety Dispute and Escalation Process, as set out in LTB 692/19.

• Additionally, where a member has protected characteristics, caring, family, medical or other personal consideration, including those covered under the Equality Act etc, and has been subject to redeployment or displaced under these Royal Mail changes, but in the absence of local management undertaking, the required risk assessment (including possible OHS referral), should now consult with their Branch on the need to submit an Individual Grievance on the grounds of a breach in the required process and possible discrimination.

To confirm, the removal of ‘reasonable adjustments’ to an individual’s duty/working arrangements without following the required process and in the absence of such required adjustments being replaced, based on a person’s needs, could be classed as unlawful under Employment Law. This could include being displaced and not aligned to specific and defined activities during your working day, including being referred to by Royal Mail as a ‘supernumerary or spare’. 

• Given this, Branches, Representatives, and members are reminded that any consideration of an Employment Tribunal application based on believed ‘personal detriment’ for individuals covered by protected characteristics and the Equality Act (DDA in Northern Ireland) as a result of Royal Mail’s CSPs changes, will need to be logged within 3 months, less one day, of the point the detriment occurred.

Where this is a consideration, Branches and Reps who require further or particular advice in terms of members with caring, family, medical, or other personal considerations, (including those covered under the Equality Act/DDA), should not delay in contacting the Equality, Education & Development Department by email equality&education@cwu.org

In setting out the above, all members who have been impacted as a result of these changes by Royal Mail are directly and equally covered by the commitment of no ‘compulsory redundancies’, as set out in the RMG/CWU Business Recovery, Transformation And Growth Agreement. In the event that there are attempts to exclude such members from the security agreement, these again should be raised via the IR Framework. 

Additionally, and to be clear, whilst there is a separate process and aspects for our IR and Safety Reps in terms of supporting members and dealing with any issues resulting from Royal Mail’s changes to CSPs opening times, both the IR Framework and Safety Dispute and Escalation Process should be used in parallel and it is not a case of one versus the other.

As set out before, the CWU would have much preferred to be in a position whereby we could offer a joint approach to what would under any circumstances be a difficult and challenging matter, but given the position of Royal Mail, this has not been possible. However, any group or individual members impacted as a result of this business-driven change of CSPs arrangements are covered by our collective agreements as outlined above, in addition, to wider employment protection in the case of members covered under the Equality Act.

Finally, we will continue to press Royal Mail on these wider changes to CSPs which we feel are both unnecessary and commercially short-sighted and we also believe that the CSP issue should be progressed in line and consistent with section 2.3 of the RMG/CWU BRT&G Agreement, “Achieving Growth” as part of expanding the role of postal workers along with exploring commercial services.

Whilst we will keep Branches and Representatives advised of developments, 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 194/23 – Royal Mail’s Customer Service Points (CSP) – Further advice to Branches Members

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POST OFFICE: PAY AGREEMENT 2023 – CSC PAY PROGRESSION FROM ENTRY LEVEL TO FULLY COMPETENT LEVEL

Branches will be aware that a key component of the Post Office Pay Agreement reached in March this year (please refer to LTB 076/23) was a commitment for Post Office and CWU to work together via a Joint Working Group to deliver the CSC Pay Progression aspect of the Agreement.

The Joint Working Group has now reached a positive outcome in respect of a new process to facilitate the removal of the entry rate for a Counter Clerk.  This means that within a year of employment (rather than the previous two years), the maximum pay level can be reached, linked to the trial.  This will, of course, benefit new starters considerably.

A Joint Statement has been agreed, which is attached to this LTB for your information.

Yours sincerely

Andy Furey

A/Deputy General Secretary (Postal)

LTB 195/23 – Post Office – Pay Agreement 2023 – CSC Pay Progression from Entry Level to Fully Competent Level

Attachment to LTB 195/23

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APPOINTMENT OF NEW GROUP CEO INTERNATIONAL DISTRIBUTIONS SERVICES

Dear Colleagues, 
 
After a significant period where the company has been without leadership and direction, the appointment of new Group CEO Martin Seidenberg is cautiously welcomed. 
 
We also await with interest, the forthcoming appointment of the Royal Mail CEO. 
 
The truth is though, this is not a time for words. It is a moment for actions. If we do not see a complete shift from the attitudes and approach of the current senior management team then this company has no future. 
 
We are now well beyond the fall out from an industrial dispute. We are into the territory where the strategy of the company’s current leadership is destroying quality of service and the universal service obligation, has completely eroded the trust of the workforce and put Royal Mail in the most serious position in it’s 500 year history. 
 
CWU members overwhelmingly endorsed the Business Recovery, Transformation and Growth agreement little over a week ago. They are seeing and feeling no change at local level. We have seen breaches of the agreement both material and in spirit. This is unprecedented so early into an agreement. Whilst our members want to move on from the dispute, senior management cannot shake off their union busting mentality. The new CEO has to oversee a significant change in both personnel and approach. 
 
We are absolutely committed to working with the new CEOs and improving industrial relations but the union must also focus on our own actions. We cannot just sit back hoping for better. 

Our strategy will be built upon the following key principles:

1. Immediate re-engagement with our reps and members in the workplace. 
2. How we counter and challenge Royal Mail senior managements approach. 
3. Putting forward CWU solutions to turn around the fortunes of the company.

Yesterday, we held a senior field officials briefing and on Tuesday we have a national briefing which will bring together representatives from every branch in the UK. 
 
We are putting in place plans to brief all of our local representatives. 
 
We are going to organise, recruit and drive the positive change we want to see in every workplace. 
 
Our Postal Executive and Divisional Reps will oversee the restoration of the IR Framework alongside the development of our own agenda. We will not be sitting back and waiting for Royal Mail to table their plans. We will be on the front foot and demanding things such as more innovative attendance patterns.
 
Once we have met all of our representatives we will host an open session with our members where you will be able to input into this strategy but crucially we will give you a role too. We need reps in every office. We need union committees in every office. We need CWU advocates in every office and we need all new entrants to join the union.Every single one of us has a role to play in winning in the workplace. 
 
Yours sincerely,

Dave Ward
General Secretary

Andy Furey
Acting Deputy General Secretary (Postal)