Update to CWU Members – Royal Mail Group

New Christmas Incentive Scheme – Talks with the CEO and continuing managerial actions

Pleases find attached a CWU members’ communication that we would ask you to distribute today as widely as possible.

We are preparing meetings with Branches and Representatives on a range of issues in the next week or so.

Yours sincerely

Dave Ward – General Secretary                                                

Andy Furey – Acting Deputy General Secretary (Postal)  

23LTB260 Update to CWU Members – Royal Mail Group

Update to Royal Mail Group members 19.10.23

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New Christmas Incentive Scheme – Talks with the CEO and continuing managerial actions

Update to CWU Members – Royal Mail Group 

New Christmas Incentive Scheme – Talks with the CEO and continuing managerial actions

CWU members may now be aware that Royal Mail have announced an incentive scheme, based on units improving quality of service, which could deliver up to £500 per employee.  The full details of the scheme will be shared in separate communications next week. 

The CWU broadly welcomes this initiative and in recent weeks, our interventions have redesigned key elements of the proposal to maximise the number of employees who are likely to receive payments.   

This scheme has arisen from high-level discussions between the Royal Mail Group CEO and the CWU General Secretary on the need to urgently improve morale, quality of service and resourcing, whilst also focusing on all the other serious issues facing the company.

The discussions with the new CEO have been positive and there appears to be more common ground than we have seen previously, particularly with a joint acceptance that the only way we can rebuild the Royal Mail Group is by working together at all levels.

However, we have made it clear that we believe a small cohort of senior managers are still refusing to turn the page and move on from our recent dispute. 

Judged by their actions, the evidence is overwhelming that this group fundamentally disagree with the right of the union and employees to have a real say in the direction of the company. 

Their continuing managerial actions on issues such as failed/imposed delivery revisions, Mail Centre supernumeries, command and control performance apps and the deliberate and relentless undermining of the USO, are scuppering any chance of real progress.

It is now time for Royal Mail to make up their minds.  Do they really want to work together to save the company, or are they going to continue to allow this group of managers to wreck any chance of serious joint working and the rebuilding of relationships.

The CWU wants nothing more than the agreement to be honoured and for us to align the interests of employees, customers and the company. 

We also recognise that jointly fixing quality of service and resourcing for the upcoming peak and Christmas period, will be critical to any chance of growing the business in the future.  We support this objective and we want CWU members to have the best chance possible to achieve the full £500 on offer.

We are making preparations for a series of CWU representatives’ briefings online and an open session with our members to set out how we intend to move forward. 

The initial engagement with the Royal Mail Group CEO is a platform to build on, but none of us can wait any longer for quality of service and resourcing to drastically improve. 

Finally, we are also anticipating the imminent announcement of the outcome of the first batch of cases from the Lord Falconer review.  We will share the details as soon as we are able to. This is another very important moment. 

Thank you for your continued support and please join the live sessions when they are announced.              

Dave Ward    
General Secretary                                                   

Andy Furey
Acting Deputy General Secretary (P)

https://www.cwu.org/rm-update-oct

CWU Mentoring Exchange Scheme

Branches will be aware that the Equality, Education and Development department have relaunched the CWU’s Mentoring Exchange Scheme.

The renewed scheme is now much more structured, allowing mentors and mentees the ability to balance busy work schedules with easy to use guides and resources.

Mentoring is a widely recognised succession tool that helps to assist individuals through structured and focused support, through sharing of experience and skills. Used formally and informally by many different organisations mentoring helps to develop the potential of individuals with less experience by pairing them with representatives with more experience. It is a proven way of increasing confidence, knowledge and networking to help open up opportunities for advancement.

Mentoring has been proven to be a particularly useful tool for helping to develop and bring through Women, BAME, Disability, LGBT+ and Young Worker Representatives.

If you think that being mentored could be right for you, you can apply to the scheme if you meet the following criteria:

• That you are a representative of the CWU
• That you wish to progress and develop in the CWU
• That you have a readiness to invest time and commitment to the partnership
• That you have your branch support to participate in the scheme

 If you are interested in becoming a CWU mentee please submit a completed application by 3^rd November 2023. You can access the electronic application by using the following link: Mentee Application

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

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

23LTB 259 – CWU Mentoring Exchange Scheme

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UNAGREED EXTENSION OF MY PERFORMANCE APP

Branches and Representatives will be aware Royal Mail has communicated the extension of “My Performance”.  The Business Recovery, Transformation & Growth (BRT&G) Agreement, Appendix 5, section 3, recognised that Royal Mail intended to develop a My Performance app/tile and committed the CWU to discussions in line with the commitments in Appendix 5 of the BRT&G agreement.  In particular, the introduction includes the following safeguards for our members:

“Technology and data will be used to understand workplace and individual performance in a fair, and consistent way.  It will also help support the identification of potential operational improvements…..to focus support where it is needed with an emphasis on solving the vast majority of performance concerns informally via peer-on-peer support and coaching”

The CWU’s concerns regarding Royal Mail’s approach has been made clear in meetings and formally in a letter sent by the Officers on Wednesday 4^th October 2023.  It should be noted that the extension, which is due to commence next week, will involve c.25,600 delivery members across 332 Units as follows:

• Scotland (excluding the highlands)   62
• North East                                               95
• Midlands                                                 111
• Anglia                                                       64

Whilst My Performance is currently aimed at Delivery Members, the intention is to roll this out to all grades / functions.

We believe in the current environment, whereby achieving Quality of Service should be the absolute priority, especially as we are approaching peak, that the scale and timing for a successful extension to the My Performance Pilot is ill-conceived and is an unnecessary distraction for all.  Given the pressures to deliver the USO and to improve QofS as we approach the peak period, we have genuine concerns that managers’ focus won’t be on having positive conversations when their attention will undoubtedly be on the operation.  Our strong view is that an agreed extension to the Pilot should be activated in the New Year and this will provide all parties with the necessary time to ensure the coaching and training around the App is both appropriate and balanced.

The extended programme Royal Mail intend to deploy is not consistent with the BRT&G safeguards.  Instead, the My Performance approach and design has clearly been developed with the focus on pressurising our members in respect of individual performance.  This is without any context or reference to individual circumstances and is the first step in a migration to a more aggressive approach to performance management.

Whilst we have received a response from Royal Mail that attempts to reassure us of our involvement, it does not respond to our very real concerns.  Therefore, Branches, Representatives and Members are advised that such a large scale extension of My Performance is not agreed by the CWU.

We are particularly perturbed by the Royal Mail categorisation of each member being placed into a Gold, Silver, Bronze or Purple designation.  Alongside this, a further determination that every member needs to improve to achieve the Gold standard.  We have had no real input into these categorisations or designations or how the initiative will actually work in practice.  Essentially, Royal Mail’s whole premise is not based on how you perform your role but on what Royal Mail are calling their “values”.  The CWU have not agreed these “values” and we believe this is a sinister attempt to put undue pressure on our members at a time when everyone will be focused on delivering a successful peak.

Furthermore, to put this matter into perspective, and to provide a context as to how management are viewing performance in general, below are deeply concerning comments by management attributable to the purple category:-

• Regularly displays a negative or defeatist attitude at work which affects others 
• Resistant to feedback, often arguing or disengaging from conversations. 
• Not approachable to team mates when they need it and may share information about others without their consent 
• Avoids collaboration and works in isolation, even when teamwork is needed 
• Downplays colleagues’ achievements and shows minimal interest or recognition for their accomplishments 
• Requires multiple prompts or reminders before taking action on wellbeing and the impact on others.

The above comments are disgraceful and none of our members should have these unfounded assertions made against them.  The fact is, these types of accusations against our members are subjective, cannot be verified via any App, and fundamentally illustrate how management view some of our members.  It is utterly wrong that line managers will be encouraged and empowered to attribute such allegations towards members who simply want to do a good job.

The Postal Executive want to reach an acceptable agreement with Royal Mail for an extension to My Performance; however, whilst the initiative remains in its current format we are unable to conclude an agreement.

Branches, Representatives and Members do not have to co-operate with any conversations managers may wish to have arising from Purple, Bronze, Silver and Gold designations without their Representative being present.  Indeed, it is imperative that all members receive full support in this regard.  This is necessary as the BRT&G Agreement states:

“Both parties recognise care needs to be taken to ensure we build a positive and supportive workplace culture”. 

The CWU are committed to the BRT&G Agreement; however, Royal Mail are taking this initiative and extension beyond the spirit and intent of the agreement, with no meaningful engagement.  Whilst meetings have been held, management have not changed or modified their proposals despite the significant concerns raised by the Union.

The guiding principle surrounding this matter is that “Individual data will be used for coaching purposes in a supportive manner” and all managers should be adopting this position.  Accordingly, if Representatives and Members feel undue pressure is being placed upon them by their manager, they should use the grievance procedure and if this does not resolve the issue and becomes a wider Industrial Relations problem, the flashpoint procedure should be used.  If Royal Mail continue to refuse to modify their unreasonable and unfair stance to this extension, the Postal Executive will support all local requests for Industrial Action ballots to defend our members against these unjust measures.

Any enquiries to this LTB please contact: The Outdoor Department reference 580, email address: jrodrigues@cwu.org

Yours sincerely

Mark Baulch – Assistant Secretary                      

Carl Maden – Assistant Secretary                                

Davie Robertson – Assistant Secretary  

LTB258

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BRT&G Agreement – Key Principles – Mail Centre Supernumeraries & Surpluses – Dispute Resolution Procedure

Further to LTB 245/23 circulated on the 28^thSeptember 2023 Branches will be aware of the continuing unacceptable approach Royal Mail continues to apply to our displaced members in Mail Centres.  As previously reported the Union believed that an agreement had been reached on Key Principles in late September.  Royal Mail subsequently withdrew their support for that agreement and tabled a revised document which removed the necessary guarantees and protections on which the Key Principles were founded.  The revised document was rejected by our Postal Executive and the matter escalated to the Chief Operating Officer and Chief People Officer.

The Union has remained committed to securing an agreement to take pressure off our members and as such further talks took place last week and this week with the senior HR team.  A further draft proposal was received yesterday from Royal Mail which is again completely unacceptable and would require the Union to agree that Royal Mail’s Regional Redeployment Programme, including the use of Redeployment pools has replaced the Nationally agreed Managing the Surplus Framework (MTSF).

Under no circumstances will the CWU agree to a weakening of the MTSF Agreement.  It is clear that Royal Mail will not reach an agreement other than on their terms, which would undermine the MTSF agreement which has provided fundamental protections for our members for over 20 years.  This is not solely a Mail Centre issue but one that affects all CWU members in Royal Mail Group.

Branches will recall that we had registered National DRP’s on the current approach in Mail Centres but also in regard to the BRT&G commitment at section 3.1.3 of that agreement where Royal Mail reaffirmed their commitment to MTSF:

3.1.3    With the exception of VR compensation terms, the full terms of the Existing MTSF process for Voluntary Redundancies will apply, including how surpluses and redeployments are managed.

Given the actions of the company we consider Royal Mail to be in breach of the MTSF agreement and therefore in breach of the BRT&G agreement.  In line with section 2.6.3 the Union will refer the matter to ACAS for support and facilitation to ensure that Royal Mail implement the BRT&G agreement in full including the commitments in 3.1.3.

In the view of the CWU the actions of the senior Royal Mail management team in unilaterally deploying a process which is clearly incompatible with the terms of MTSF and is designed to isolate and pressure our members is frankly a disgrace.  They have had every opportunity to amicably resolve this matter and have continually refused to do so.

For our members currently forced into the unagreed Redeployment process we would reiterate the advice given in LTB 245/23:

On the basis of Royal Mails’ commitment to MTSF Processes in section 3.1.3 of the BRT&G agreement, Members and Representatives are reminded of the following:

• No employee can be subject to compulsory redundancy.
• No employee can be forced to reduce their contracted hours or grade. Should any individual choose to do so then Buy Down compensation must apply.
• Under no circumstances should our members be compelled to apply for external jobs, if they wish to remain in Royal Mail employment.
• Under the terms of MTSF the responsibility for identifying reasonable alternative redeployment opportunities lies with the business. It is not the responsibility of the individual to search for alternative internal vacancies.
• Any redeployment offers must be progressed in line with MTSF processes and the onus is on management to make suitable job offers.

A Zoom Briefing of Divisional and Area Processing Representatives will take place on Monday, 16^thOctober 2023 to provide a full update and discuss next steps, details of which will follow and tailored coms and advice are being prepared for our Mail Centre members.

Given the circumstances we would reiterate that all Rule 13 ballot requests received in relation to this issue will be progressed by the PE as a matter of urgency.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: shayman@cwu.org  quoting reference: 733.02.

Yours sincerely

Andy Furey – A/Deputy General Secretary (Postal)                                                                             

Davie Robertson – Assistant Secretary

257-23 – MC Supernumerary-Surplus – 13.10.23

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Union Learning Representative’s Networking Event – Registration Reminder!

Further to LTB 206/23, we are writing to remind Branches and Regions to register for the Union Learning Representative’s Networking Event, taking place on Wednesday 1^st and Thursday 2^nd November 2023 at Leonardo Hotel Glasgow (formerly Jury’s Inn) 80 Jamaica St, Glasgow G1 4QG.

The programme for the 2 days will include a range of speakers, practical workshops, latest CWU learning developments and a celebration of our collective achievements. It is an opportunity for ULRs to share ideas, come together and support learning across the CWU.

Applications should be made by Branch Secretaries via courseadmin@cwu.org with the name and membership number of the ULR who MUST be registered on the OLS as a Role holder. If any attendees have any accessibility requirements, please contact the department ASAP.

For ease of reference, I have attached LTB 206/23 for further information. Any queries on this LTB should be directed to the email above.

I look forward to seeing you at the event.

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

23LTB 257 – ULR Networking Event Registration Reminder

Att – 23LTB 206 – ULR Networking Event – 1st-2nd November 2023

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CAPITA TVL: BRISTOL & DARWEN MEMBERS ENDORSE 2023 PAY AGREEMENT

Further to LTB 240/23 dated 22^nd September, I am pleased to advise Branches that our Capita TVL Bristol & Darwen members have voted overwhelmingly in favour of the 2023 pay agreement.

The ballot result is as follows:YES VOTES7676%NO VOTES2424%TURNOUT36%

I have notified Ross McTaggart, Capita TVL Delivery Director, of the ballot result and he has confirmed that the pay uplift will be made with October salaries and backdated to 1^st April 2023.

My thanks go to our Reps and Bristol & Darwen members for their patience and support whilst the negotiations have taken place to reach the 2023 pay agreement.

The next pay review date is 1^st April 2024.

Yours sincerely

Andy Furey                          

A/Assistant Secretary                                                             

Andy Hopping

A/Deputy General Secretary (Postal)                                     

LTB 256/23 – Capita TVL – Bristol & Darwen Members Endorse 2023 Pay Agreement

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BRT&G AGREEMENT – OUTSTANDING POINTS OF CLARIFICATION ON PAYMENT OF £500 LUMP SUM & ONE OFF PAYMENT OF £1,007

Further to LTB 252/13 circulated on 4^thOctober 2023 and following further national representations, the clarification below has now been received in relation to the outstanding matters relating to qualification for the payment of the lump sums. In particular, it has been confirmed those leaving RMG on or after 5^th August (including those dismissed) are eligible for both payments.

The overriding conditions for payments qualification are:

1. For the £1,007, members need to have been employed on or before 26^th March 2023 and in employment on 4^th August 2023.
2. For the lump sum £500 payment members need to have been in an eligible grade in employment on 4^thAugust 2023.
3. Employees leaving RMG after 4^thAugust and / or on the payment date of 29^th September will be eligible for both payments.

Below are typical scenarios where members qualify / do not qualify for payments:

• Left before 4^th August – do not qualify for payments.
• Left on or after 5^th Aug (including those dismissed) – qualify for both payments.
• Paid family friendly leave (shared parental, maternity, paternity, adopted leave) – qualify for both payments.
• Career Break – payment made on your return to work upon request.
• Unpaid family friendly leave (shared parental, maternity, paternity, adopted leave) – payment made on return to work upon request.
• Precautionary Suspension – qualify for both payments.

From the enquiries received, we consider the above clarification covers the concerns raised.

Any enquiries should be addressed to the DGS(P) Department at fkelk@cwu.org.

Yours sincerely,
Andy Furey

A/Deputy General Secretary (Postal)

LTB 255/23 – OUTSTANDING POINTS OF CLARIFICATION ON PAYMENTS

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