Disability Rights Leaflets: Hidden Disabilities & Declaring Your Disability

We are pleased to confirm that a series of new Disability Rights leaflets have been produced and signed off by our Disability NEC and Regional Leads.

The first is designed to give you an insight into understanding how important it is to recognise that ‘Hidden Disabilities’ is an issue that CWU representatives are dealing with more and more in the workplace. The second leaflet talks about the importance of declaring your disability as there are strong rights under the Equality Act 2010 and for people to maximize the scope of protection it is important to disclose your disability.

We are attaching two versions of each leaflet. One is the non-tinted background version which we recommend you use if you want to distribute hard copies. A dyslexia-friendly digital version is also attached and we recommend Branches use this one if they are sharing digital copies.

Any queries on this LTB should be directed to equality&education@cwu.org         

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 192/23 – Disability Rights Leaflets Hidden Disabilities & Declaring Your Disability

Att 1 – 06743 Disability advice booklet 2022 – dyslexia friendly

Att 2 – 06743 Disability advice booklet 2022

Att 3 – 06816 – Hidden Disabilities booklet 2022 – dyslexia friendly

Att 4 – 06816 – Hidden Disabilities booklet 2022

RMG/CWU Business Recovery, Transformation And Growth Agreement – Appendix 1, Seasonal Variation

Branches and Representatives will be aware of the commitments contained in the Business Transformation, Recovery and Growth Agreement in relation to Appendix 1, Seasonal Variation, and the very challenging timelines linked to this aspect of the agreement.

In line with this part of the agreement talks needed to start early with Royal Mail in moving forward with the initial pilot activity which started on the 26^th of May, for 10 sites, one per Division and listed here:

• Falmouth DO – South West/South Wales
• Felixstowe DO – Anglia
• Sheerness DO – South East
• Porthmadog DO – North West/North Wales
• Motherwell DO – Scotland
• Sheffield DO – North East
• Ruislip DO – South Central
• Omagh – Northern Ireland
• Burton Upon Trent – Midlands
• East Finchley – London

To support the initial pilot activity, a joint WTLL briefing and FAQ document was developed for the selected sites and weekly catch-up/review sessions were established involving the Local Rep/COM, ADR/OPL, and Divisional Reps/RODs, with these meetings continuing to be held and due to conclude in August.

In parallel with this pilot activity, we have also continued to hold discussions with Royal Mail in regard to the actual wider national rollout of Seasonal Variation within Deliveries, particularly given its September start date. These talks have also covered a number of other and relating points linked to Seasonal Variation including Hours Reconciliation, for employees who leave employment during the Seasonal Variation cycle or who have moved from full time (or 35 hours) to part time, an Exception Process for those who cannot amend attendance patterns due to their specific personal circumstances. These discussions have also factored in and included a number of learning points from the pilot sites.

We have now resolved the key issues listed above and addressed a number of unforeseen early learning issues with Royal Mail which surfaced in the pilot sites. Based on this and the overall timelines set out on Seasonal Variation, the Postal Executive has now agreed that we move forward with joint launch events for local Reps and COMs, (based on ADR/OPL areas), as of the week commencing the 17^th of July.

In line with these joint launch events, we have agreed and developed the following documentation: –

Annex 1 – National Seasonal Variation FAQ (Frequently Asked Question) Document.

Annex 2 – National Seasonal Variation WTLL Briefing.

These joint launch events will start this week and will also be attended by ADRs, and Divisional Reps. In addition, further wash-up sessions will also take place for those CWU Reps who have been unable to attend the initial launch events.

Whilst we have agreed to move forward with launch events linked to Seasonal Variations in run up to September, we will continue to review feedback received from the pilot sites, in addition, to monitoring the application of the Exception Process ongoing and which is a new arrangement designed solely for this national roll out of Seasonal Variation within Deliveries.

In setting out the above, and whilst the terms of the BTR&G Agreement have been endorsed by members in an individual ballot, it is clear that there remains a number of wider questions from members in terms of Seasonal Variation. Therefore, we believe that the attached FAQ will assist in answering any of these outstanding questions and further offer clarification on what Seasonal Variation is, and what it is not. It is also important to further remind ourselves that Seasonal Variation is far removed from Royal Mail’s Annualised Hours and Total Flexibility plans, which were a key aspect of the National dispute.

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 191-23 – Business Recovery Transformation And Growth Agreement Appendix 1 Seasonal Variation

Annex 1 – National Seasonal Variation FAQ (Frequently Asked Question) Document

Annex 2 – National Seasonal Variation WTLL Briefing

Dog Law for Professionals Seminars – New Developments in 2023:

Specialist dog law solicitor Trevor Cooper has contacted the CWU/HQ Health, Safety & Environment Department to announce the details for his 2023 autumn seminar series which have now been finalised and announced so ‘Dog Law’, Trevor’s company are open for bookings.

Each Seminar will last half a day (9:30am to 1pm) and the theme of this tour and programme of events is “Doglaw for Professionals – New Developments for 2023”.

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

The 2023 dates and locations for the new roadshow of dog law seminar events, covering 3 venues in England are as follows:

• Bristol – 25 September 2023
• Frodsham (near Runcorn) – 2 October 2023
• Maidstone – 16 October 2023

The Seminars will be presented by Trevor Cooper.

The 2023 seminars cover a range of dog law topics, new developments and subject matter including:

• The Microchipping of Cats & Dogs (England) Regulations 2023
• The Animal Welfare (Electronic Collars) (England) Regulations 2023
• The Renters (Reform) Bill – regarding keeping of pets in rented accommodation
• The Animal Welfare (Responsibility for Dog Attacks) Bill
• The Cooper & Co. stray dog survey
• The 2023 Sentencing Guidelines for Animal Welfare Act 2006 offences
• The consultation on the Animals (Penalty Notices) Act 2022

The content is being kept fluid to take into account changes implemented/being proposed right up to the talk taking place.  Additional topics could include legislation (if announced) on:

• Dog theft/pet abduction
• Livestock worrying
• Dangerous dogs laws
• Restrictions on importation of dogs

The seminars cost £80 per person to attend, (includes a Certificate of Attendance) which continues to represent good value for money.

No prior legal knowledge is necessary.

To book a place by debit/credit card, this can either be done on line at the DogLaw Website at this link: https://www.doglawsos.co.uk/doglaw-for-professionals-seminars/ or by telephone on 0800 999 3647 during normal office hours or by cheque/post using the attached flyer/application form.

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.

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

See attached ‘DogLaw’ flyer containing full details and information on the seminars programme as well as the Terms & Conditions.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB190 Dog Law for Professionals Seminars – New Developments in 2023

Doglaw-New-Developments-in-2023-Seminars-Leaflet App.Form

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BT Business: Proposed Changes in Field Services (Job Cuts)

 We have been advised by management that they are proposing to cut forty-two roles from a pool of seventy-two field engineers. The in-scope population is based on individual utilisation levels, i.e. the amount of time an engineer spends doing actual field work.

Management has advised us that those in scope all have a utilisation level below 60%.

The selection criteria for getting this figure down from 72 to 42 are still awaited and selection will take place via a desk top assessment.  Of those in-scope 19 are TM2s (Specialist Engineers) and 53 TM3s (Senior Specialist Engineers).

Management have said that this reduction is due to customer demand, increasing their utilisation requirement to 90% and to meet their part of the £6m cost challenge.  So it is confirmed that part of the cut rests on the remaining field engineers working harder.

The unions has major concerns around some aspects of managements approach and the union believes that at least some of the reasons provided are arbitrary.

Those exempt from the cuts are;

• The CE (TM1) grades which is apparently reflective of current and future work demand
• Dedicated contract engineers where we have a contractual obligation
• Control function and Support function areas along with manager grades

Again, Business are refusing to implement an EOI phase in this process because of two ‘recently’ held voluntary release schemes, one in mid-December last year and one in April of this.  They have also provided the standard wording about looking for alternative roles.

I have attached the slides used in the presentation to the union and further LTBs or briefings will be issued as necessary.

Yours sincerely

Allan Eldred
Assistant Secretary

Attachment:

189.2023
189.2023a

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BUSINESS RECOVERY, TRANSFORMATION AND GROWTH AGREEMENT – PAYMENT DATES

Following discussions with Royal Mail Group, we are now able to confirm the relevant dates for pay increases and lump sums linked to the endorsement of the Business Recovery, Transformation and Growth Agreement.

PAY

The 6% increase will be paid on Friday 4 August, including arrears backdated to 3 April 2023. Monthly paid colleagues (excluding Fleet and PFSL) will receive their increase and arrears in July salaries (pay date Monday 31 July).

The pay increase applies to base pay, overtime, scheduled attendance, basic pay supplements, functional supplements, skills, and unsocial hours allowances (except RRIS legacy and reserved rights payments), London weighting and Scottish Distant Islands Allowance.

 £500 LUMP SUM

The one-off £500 lump sum will be paid to members in Royal Mail, PFW and support functions (excluding PFSL and Fleet) on Friday 29 September.

£900 LUMP SUM (minimum)

In addition, the one-off lump sum payment of at least £900 will be paid onFriday 29 September.

The exact amount will depend on the precise number of employees at the time of the payment but will be at least £900 per employee. This payment will also be received by Fleet and PFSL members.

This means a total lump sum payment of at least £1,400 will be paid on Friday 29 September (pro-rated for part-time employees).

IMPORTANT INFORMATION

All the payments set out above will only be paid to employees in post on the 4^thAugust 2023.

Fleet members will not receive the pay rise and £500 lump sum at this point. These payments will be subject to the ongoing negotiations with the employer.

SUMMARY

The ambition of the CWU was to ensure the payments were made to members as quickly as possible. We have achieved this aim with regards to the pay rise and arrears – this is one of the quickest turnarounds we have seen following the endorsement of a national agreement.

We would have wanted to have seen the lump sum payments paid earlier but we are sure members will welcome the certainty of an exact date for payment.

Yours sincerely

Dave Ward – General Secretary   

Andy Furey – A/Deputy General Secretary (Postal)

23LTB185 BUSINESS RECOVERY, TRANSFORMATION AND GROWTH AGREEMENT – PAYMENT DATES[1]

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2-Day National Equality Event – 27^th /28^th September 2023

Following the success of Equality Day, which was held last year in Bournemouth as part of General Conference, we are pleased to confirm that this year’s 2-day National Equality Event will take place as follows:

Date:               Wednesday 27^th & Thursday 28^th September 2023

Venue:            Albert Hall Conference Centre
                    North Circus Street
                    Nottingham, NG1 5AA

Times:          The event will start with registration at 10.30am and conclude at 4pm on the 28th

Further information on directions to the venue, car parking, suggestions for accommodation etc. can be found using the following link

The programme will be shared nearer the time, but in the meantime we would ask that Branches confirm their delegation details by emailing equality&education@cwu.org

Given the nature of the 2-day event, Branches are asked to give priority in the first instance to Representatives who have responsibility for roles linked to equality.

We look forward to seeing you in Nottingham.

 Any queries on this LTB should be directed to equality&education@cwu.org         

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

23LTB 188 2-Day National Equality Event

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Business Recovery, Transformation & Growth (BRT&G) Agreement – Paragraph 6.4 – Attendance

Branches and Representatives will be aware Royal Mail Group (RMG) last week issued a factsheet on how they intend to manage the new sick Attendance standards.  This factsheet was not agreed by the union and was not provided in advance of publication.  Indeed, we have serious concerns about a number of aspects which we have raised with management.

It is critical we provide absolute clarity to everyone in regard to Paragraph 6.4 of the BRT&G Agreement, Therefore, we will be holding a Joint Workshop with senior RMG management on Friday 21^st July with the aim of seeking to agree the transitional arrangements from the previous standards to support the introduction of the new standards from 1^st August.

Should we reach agreement at this workshop, we will be placing this before the Postal Executive and further communications will follow.

Finally, we have a joint commitment to reduce sick levels across the company via appropriate and reasonable means and we will be working together with RMG on this key aspect of the BRT&G Agreement via the Joint Working Group outlined within Paragraph 6.4.  Part of this week’s Joint Workshop from our perspective is to get to a position where we launch the JWG.

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

Yours sincerely

Carl Maden – Assistant Secretary                                            

Andy Furey – A/Deputy General Secretary (Postal)

23LTB187

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Greener Jobs Alliance (GJA) Newsletter No. 50 – July 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 illustration

• 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 50 – ‘Editorial: “Long Hot Summer Autumn and Winter”:

Editor Paul Atkin opens by making reference to the hottest June ever, with daily temperature records broken three times in the first week of July, the Southern US under a heat dome, Beijing breaking 40C three days in a row, Montevideo down to two weeks’ worth of drinkable water and an extraordinarily mild Antarctic Winter 10C – 20C above the average temperatures for the period 1979-2000. This should be injecting an increased urgency into climate action. “350.org” the international environmental organisation and others are calling for mass actions this November and GJA is calling for there to be a huge trade union involvement as the ice is cracking under our feet” says Paul.

(350.org is an international environmental organisation addressing the climate crisis. Its stated goal is to end the use of fossil fuels and transition to renewable energy by building a global, grassroots movement).

Contents GJA Newsletter 50:

• Editorial: Long hot Summer, Autumn & Winter
• What Just Transition in the North Sea looks like
• Climate mitigation and climate adaptation
• Climate Change Committee Key messages
• News from ITUC
• Unions Unite for Steel transition
• Union Conference round up: UNISON
• Mining Heritage – Green Future
• Putting Workers First – Sheffield Conference
• Not Coal! Not Dole! – Whitehaven
• Migration & the Climate Crisis
• How can workers assess the environmental impact of their workplaces & create alternatives?
• 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 United Nations Sustainable Development Goals, explicitly drawing together SDGs No 12 – climate action, No 10 – reduced inequalities, No 8 – decent work and economic growth, and No 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 European Bank for Reconstruction and Development (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.

Quote of the Month

For me, the clue is in the name ‘green prosperity plan’. If you really believe that this is the only way to sustainably grow our economy, then it cannot make any sense to say that you will wait until the economy grows before you start the plan.

Barry Gardiner MP

Much more in the GJA Newsletter No 50 attached.

 Attachment: 

• GJA Newsletter No.50 for July

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB186 Greener Jobs Alliance (GJA) Newsletter No. 50 – July 2023

GJA-Newsletter-50-July-2023

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Dear Colleagues

Following discussions with Royal Mail Group, we are now able to confirm the relevant dates for pay increases and lump sums linked to the endorsement of the Business Recovery, Transformation and Growth Agreement. 

PAY 

The 6% increase will be paid on Friday 4 August, including arrears backdated to 3 April 2023. Monthly paid colleagues (excluding Fleet and PFSL) will receive their increase and arrears in July salaries (pay date Monday 31 July)

The pay increase applies to base pay, overtime, scheduled attendance, basic pay supplements, functional supplements, skills, and unsocial hours allowances (except RRIS legacy and reserved rights payments), London weighting and Scottish Distant Islands Allowance.

£500 LUMP SUM

The one-off £500 lump sum will be paid to members in Royal Mail, PFW and support functions (excluding PFSL and Fleet) on Friday 29 September.

£900 LUMP SUM (minimum)

In addition, the one-off lump sum payment of at least £900 will be paid on Friday 29 September.

The exact amount will depend on the precise number of employees at the time of the payment but will be at least £900 per employee. This payment will also be received by Fleet and PFSL members.

This means a total lump sum payment of at least £1,400 will be paid on Friday 29 September (pro-rated for part-time employees)

IMPORTANT INFORMATION 

All the payments set out above will only be paid to employees in post on the 4^th August 2023.

Fleet members will not receive the pay rise and £500 lump sum at this point. These payments will be subject to the ongoing negotiations with the employer.

SUMMARY

The ambition of the CWU was to ensure the payments were made to members as quickly as possible. We have achieved this aim with regards to the pay rise and arrears – this is one of the quickest turnarounds we have seen following the endorsement of a national agreement.

We would have wanted to have seen the lump sum payments paid earlier but we are sure members will welcome the certainty of an exact date for payment.

Yours sincerely,

Dave Ward
General Secretary

Andy Furey
Acting Deputy General Secretary (Postal)

RMG/CWU BUSINESS RECOVERY, TRANSFORMATION & GROWTH AGREEMENT SECTION 7 – NATIONAL AGREED TRIAL INDOOR DELIVERY METHODS CHANGES: JOINT COMMUNICATION

Branches and Representatives will be aware of the commitments contained in the Business Transformation, Recovery and Growth negotiators’ agreement in relation to Section 7, National Agreed Trial Indoor Delivery – Methods Change.

In line with the terms of this Section of the BTR&G agreement talks have been ongoing with Royal Mail in relation to progressing trial activity. These talks have concluded with an agreed Joint Communication, which is attached together with the associated Annexes.

As set out, the Indoor Delivery Methods trials will be held across 10 sites, one per Division as listed below:

• Bournemouth DO (West Section) – South West/South Wales
• Brandon DO – Anglia
• Dover DO – South East
• West Derby (Liverpool) DO – North West
• Lanark DO – Scotland
• Dronfield DO – North East
• Pinner DO – South Central
• Armagh – Northern Ireland
• Cheadle – Midlands
• Paddington – London

In addition, Branches will note that the specific methods to be trialled are set out in Annex A and this will be set against the success criteria, as set out in Section 7 of the BTR&G agreement, as detailed in Annex B.

The trial activity will ensure that CWU Representatives across the catchment areas will be fully involved in the activity, including the establishment of Local Joint Working Groups. To further support this, two launch events have already been held early this week to ensure full engagement from the CWU at all levels. The trial will be further supported by both Departments and with PE members being nominated to oversee activity at each of the listed sites.

The trialled methods will be managed fully in line with the Royal Mail safety and quality standards.  This will be done through risk assessment, SSOW and ergonomic assessment and the input of the CWU HS&E Department. During the trials, feedback will be sought from all individuals involved at the trial locations to suggest modifications to the way of working, the method used, and current equipment or alternative equipment.

Additionally, the trial will undertake relevant reviews and Industrial Engineering (IE) studies of the outdoor delivery operation in order to understand any possible impacts resulting from the indoor methods trials. There will also be further joint IE studies to allow the measurement of the new methods compared with the traditional methods measured in the Industrial Engineering Planning Values Database. This will measure what benefits and efficiency can be achieved through a revised method change. This will also include IE studies of a sample of walks involved in the trial in advance of the trial to support this feedback at a route level.

Full training will be provided for all Delivery OPGs engaged and Workplace Coaches involved in the trials.

All units involved in the trials will be managed consistent with national agreements, guidelines and procedures and both parties have agreed that during the trials there will be no structural changes to Duty Structures/AWD Duties or Scheduled Attendance arising from the activity.

In regard to the Upstream element it is confirmed that during the trial, there will be no changes to Processing or Distribution plans, specifically because of the trials. However, discussions between Royal Mail and the CWU on the potential impact of Upstream Activity on the trial, in Mail Centres/Processing Units and Distribution will take place between the respective Roya Mail Leads and CWU National Parties, in order to discuss the engagement process for involving the Area Processing & Distribution Reps as part of the LJWG at in-scope units to support trial activity.

The trial will be jointly reviewed on an ongoing basis by the National JWG (including feedback from the Local JWGs), who will meet on a regular basis to discuss and review the progress of the trials.

The aim of the trials is to define a preferred method, which will be rolled out beyond the trial sites in order to support and facilitate National deployment from August 2023 onwards. The ongoing programme of rollout and National deployment will also form part of the joint outputs from the review.

As Branches will note from the agreed Joint Communication the explicit detail of the different methods to be trialled along with concepts and aims and objectives has been covered in some detail. Also encompassed within the Joint Communication is that the trial is carried out with full CWU involvement and in line with the commitments set out in Section 7 of the BTR&G agreement.

Any queries to the content of the above, please contact the Outdoor Department, reference number: 540, email address: njones@cwu.org .

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: dwyatt@cwu.org quoting reference number: 054.01.

Yours sincerely,

Mark Baulch – CWU Assistant Secretary                         

Davie Robertson – CWU Assistant Secretary   

LTB 184-23 – RMG CWU BRTG Agreement – Section 7 Indoor Delivery Methods Trials

RM & CWU National Joint Communication Indoor Delivery Methods Trial

Annex A Indoor Transformation Methods Guide

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