RM Property & Facilities Solutions Limited (PFSL) & CWU Cleaners Incentive Scheme (Mid-Year Result)

Branches and members will recall LTB (Letter To Branches) 218/23 issued on the 22^nd August, which confirmed the full and final details in terms of the RM Property & Facilities Solutions Limited (PFSL) & CWU Joint Statement On The Cleaners Incentive Scheme.

In line with the incentive scheme, we are now able to communicate the ‘mid-year’ outcome and can confirm that both the cleaning financial target and minimum 26% recycling threshold have been achieved meaning a one-off payment of 0.75% of basic pay will be paid to all cleaning grades on 22nd December 2023.

Accordingly, please find attached a Joint Statement that confirms this mid-year outcome under the incentive scheme and other linked relevant points.

Whilst this is to be welcomed, importantly the objective of the scheme is to deliver against the overall 2% of base pay in total during the lifetime of this scheme (pro-rata for part-time workers) with the potential for a further payment in June of next year. There remains still some way to go in order to achieve the full year-end recycling target of 30%. Therefore, both parties will continue to work together to monitor, review, and support the measures to improve recycling levels as we go into Christmas and into the New Year. This will be alongside continuing to undertake further joint communications among members on the nature and recycling target mechanism under the incentive scheme.

Finally, it is again more than noteworthy to point out that seeking to increase recycling levels across Royal Mail workplaces, is not necessarily solely within the full gift of our cleaning grade members. Therefore, where Branches and in particular, our ASRs (whose role also covers wider workplace environment matters within Royal Mail), have concerns in terms of barriers and issues that are impacting on moving forward the recycling aims of the scheme, they should raise these with relevant Royal Mail management where necessary, along with the CWU Regional Cleaners Rep, so that this, in turn, can be referred to RMPFSL.

Any queries to the content of the above please contact the Outdoor Department reference 120.12, email address: JRODRIGUES@cwu.org 

Yours sincerely,

Mark Baulch
CWU Assistant Secretary

LTB 295-23 – RMPFSL-CWU Joint Statement On The Cleaners Incentive Scheme (Mid-Year Result)

Cleaning Incentive Mid Year JS

View Online

BUSINESS RECOVERY TRANSFORMATION AND GROWTH (BRT&G) AGREEMENT – ROYAL MAIL FLEET SERVICES – UPDATE

Meetings have taken place to secure an agreement for our Fleet members as part of the Business Recovery, Transformation and Growth Agreement.  Following a pause due to annual leave, the most recent meeting took place on 9^th November 2023.

The negotiations are progressing well and both parties are committed to reaching an agreement, which will be acceptable to our members in Fleet.

The negotiations are complex and cover many topics including: –

• Pay
• Rebuilding of relationships
• Maximising work for Royal Mail Fleet and minimising external contracts
• The transition to electric vehicles
• Ensuring inventive duty patterns

We understand there may be frustrations the negotiations have not concluded, however, the negotiations are progressing well and we have further meetings in the diary to conclude the negotiations.  It is also critical we reach the right agreement, which will ensure the future of Fleet going forward.

Once the negotiations are complete, our Fleet members will have the opportunity to vote on the agreement.

Attached to this LTB is a joint commitment where both parties are committed to getting an agreement, which will be supported by our members in Fleet.  We are looking to conclude the agreement as soon as possible and further developments will be reported.

Any enquiries to this LTB please contact: The PTCS Department reference 220, email address: khay@cwu.org.

Your sincerely,

Carl Maden
Assistant Secretary

LTB294

Fleet Joint Statement.17.11.23.docx

ELECTION OF:

• CWU DELEGATES TO THE TUC EQUALITY CONFERENCES – 2024

Further to LTB 263/23 dated 26^th October 2023, at the close of nominations on 14^th November 2023 the following nominations have been received:

TUC WOMENS CONFERENCE

Postal 

4 Lay Members                                                                                 BALLOT REQUIREDTina HolmesLeicestershireSiouxsie HopkinsLeicestershireEstelle LockettBristol & District AmalEsther RobertsonEastern No 4Laura SnellEastern No 4

Telecoms & Financial Services

3 Lay Members                                                                                                                 BALLOT REQUIREDMel GorrieScotland No 1, Capital,  Edinburgh Dundee & Borders,  Lincolnshire & South Yorks, Meridian, Midland Counties, North East,  North Wales & Chester Combined, Preston Brook & Bury,  South Wales, Tyne & Wear Clerical, West YorkshireBeverley KenyonBootle Financial ServicesLouise ShortTyne & Wear Clerical,  Capital, Edinburgh Dundee & Borders Lincolnshire & South Yorks, Meridian, Midland Counties,  North East, North Wales & Chester Combined, Preston Brook & Bury, Scotland No 1, South Wales, West YorkshireTrish VollansWest Yorkshire, Capital,  Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland Counties, North East, North Wales & Chester Combined, Preston Brook & Bury, Scotland No 1, South Wales,  Tyne & Wear Clerical

TUC BLACK WORKERS CONFERENCE

Postal                                                                                                   

4 Lay Members (1 Woman)Adam AlarakhiaLeicestershire*ELECTEDPrince Kingsley-FaborodeNottingham & District Amal*ELECTED

Telecoms & Financial Services

3 Lay Members (1 Woman)Nadeem KhanPreston, Brook & Bury, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland Counties, North East, North Wales & Chester Combined, Scotland No 1, South Wales, Tyne & Wear Clerical, West Yorkshire*ELECTEDPeter PascallMersey*ELECTEDQuincy RaymondTyne & Wear Clerical, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland Counties, North East, North Wales & Chester Combined, Preston Brook & Bury, Scotland No 1, South Wales,  West Yorkshire*ELECTED

TUC DISABLED WORKERS CONFERENCE

Postal

4 Lay Members (1 Woman)                                                                          BALLOT REQUIREDAdam AlarakhiaLeicestershireEsther RobertsonEastern No 4Laura SnellEastern No 4Tony SneddonScotland No 5Lee Starr-ElliottBristol & District Amal

Telecoms & Financial Services

3 Lay Members (1 Woman)        Joyce StevensonScotland No 1, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland Counties, North East,  North Wales & Chester Combined, South Wales, Tyne & Wear Clerical, West Yorkshire* ELECTEDJacky MorreyMid Wales The Marches & North Staffs, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland Counties, North East,  North Wales & Chester Combined, Scotland No 1, South Wales, Tyne & Wear Clerical, West Yorkshire* ELECTED

TUC LGBT CONFERENCE

Postal

4 Lay Members (1 Woman)Tony SneddonScotland No 5* ELECTED

Telecoms & Financial Services

3 Lay Members (1 Woman)Jean SharrocksNorth East, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland Counties, North Wales & Chester Combined, Preston Brook & Bury,  Scotland No 1,  South Wales, Tyne & Wear Clerical, West Yorkshire* ELECTEDLiza MidgleyWest Yorkshire, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland Counties, North East,  North Wales & Chester Combined, Preston Brook & Bury,  Scotland No 1, South Wales,   Tyne & Wear Clerical* ELECTED

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

23LTB293

View Online

LETTER TO OFCOM

Please find attached a letter to Melanie Dawes, the CEO of Ofcom, regarding their explanation for fining Royal Mail over performance failures and their review into the options for the future of the universal service obligation.

As you will be aware, hundreds of postal workers submitted evidence regarding the de-prioritisation of letters to the Business, Energy and Industrial Strategy Select Committee Hearings earlier this year. Yet in their investigation of Royal Mail’s failure to meet quality-of-service targets, they refused to meet with the union and claimed that the delays were due to local decision-making, rather than an instruction by senior management.

We have also relayed our concerns to Ofcom regarding their review into the options for the future of the universal postal service, which is due to be published before the end of the year. We are aware that Ofcom have been consulting heavily with Royal Mail regarding this review but Ofcom has not consulted frontline postal workers or the CWU. Without input from our membership regarding the challenges and opportunities facing the postal service, we are concerned that the review will not be balanced or reflect the true ability of Royal Mail to provide a universal service.

We will be pushing for further action and engagement from Ofcom on both of the issues. In addition, we will be liaising with the Government and the Labour Party on how the regulator is not adequately performing its duties in our industries and how we can take steps to ensure the full independence of Ofcom from the companies they are supposed to be regulating.

Yours sincerely

Dave Ward
General Secretary

Andy Furey
Acting Deputy General Secretary (Postal)                        

23LTB292 LETTER TO OFCOM

14.11.23 Melanie Dawes – Ofcom letter

View Online

Global Action Plan’ (GAP) Clean Air Team Launch New Campaign on the Harms of Wood Burning and New ‘Clean Air Night’ on 24 January 2024:

Global Action Plan’ (GAP) the charity that mobilises people and organisations to take action on systems that harm people and our planet and who are the organisers on National ‘Clean Air Day’ have informed us that they are launching a new campaign – Clean Air Night (a sister campaign) – to shine a light on the uncomfortable truth about wood burning, sparking a national conversation about the harms of wood burning.

The first Clean Air Night will spotlight three important truths about wood burning – that it:

• Harms your wallet: wood burning is almost always more expensive than other forms of heating.
• Harms your health: lighting fires in our homes is the largest source of harmful small particulate matter air pollution in the UK.
• Harms the planet: wood burning creates more harmful CO2 emissions compared to other forms of heating.

There is currently low awareness among the public of this important issue, but by sharing the information and the facts about wood burning we can ensure that the public can make informed choices to protect their health and that of their communities, as well as the planet.

Clean Air Night aims to bust key myths about wood burning by providing information to the public highlighting that wood burning is a significant source of air pollution that harms people’s health.

The campaign will run for four weeks, culminating in Clean Air Night which takes place on Wednesday 24 January 2024.

Starting at sundown (4:35pm) on Clean Air Night, leading experts will further reveal the truth about wood burning to the public through a series of videos. There will also be a Clean Air Night Summit, where organisations and local authorities can speak directly to experts and share learnings.

There are two ways that members of the public can get involved with the first-ever Clean Air Night:

• Learn: from experts on the night in GAPs explainer videos and find out more about burning wood by visiting the ‘Clean Air Hub’ at https://www.cleanairhub.org.uk/home and exploring the hashtag #CleanAirNight.
• Share this information with your Union members, community, family, friends and other organisations in order to help shine a light on key myths and protect people and the planet from the harms of wood burning.

Clean Air Night has been developed using the latest research into how to communicate about wood burning, recently shared with the sector in a ‘Toolkit’ produced by Global Action Plan in partnership with ‘Impact on Urban Health’, behavioural experts Kantar and creative agency Dog, Cat & Mouse. The toolkit is here: https://urbanhealth.org.uk/insights/reports/woodburning

GAP will be producing free resources for supporters of Clean Air Night so they can share the truth about wood burning with the public, helping them to protect themselves, their families and their communities. This will include a communications toolkit including week-by-week social media templates, newsletter copy and downloadable posters.

In a launch statement GAP’s Head of Clean Air Programmes, said: “Most of us have cosy memories of sitting around a fire. And of course, we all want to stay warm this winter. But the uncomfortable truth is lighting fires in our homes is the largest source of small particle air pollution in the UK, causing serious harm to our lungs, heart and brain health. On top of this, burning wood produces more carbon dioxide than coal or gas. We want to help protect people and the planet by shining a light on the uncomfortable truth about wood burning, ensuring that everyone can make informed decisions to protect themselves, their families and the environment.”

The amount of harmful small particle air pollution caused by domestic burning has more than doubled over the past ten years in the UK.

‘Global Action Plan’ is a charitable NGO which mobilises people and organisations to take action on the systems that harm us and our planet. They aim to tackle the root causes of climate and nature crises through research, campaigns and collective action. They focus on issues where the connection between the health of people and the planet is most tangible. This allows GAP to show the interrelationship and drive solutions that prioritise wellbeing for all. GAP states that Air pollution is the biggest environmental threat to people and the planet. The elimination of the use of fossil fuels (and wood) in transport and home heating in urban areas is required and GAP aims to achieve this by working with change makers across the country to drive behaviour change, and by exerting pressure on the UK government and major polluters.

Over the coming weeks, GAP will share more information about the new campaign – including free resources that can be used to raise awareness and educate people about the harms of wood burning. Further information will be published in due course.

See attached: 

“Impact on Urban Health” Report on Wood Burning (published in ‘The Guardian’).

Further Information on ‘GAP’

Global Action Plan
Notcutt House
Southwark Bridge Road
London, SE1 9EU
email cleanerair@globalactionplan.org.uk

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB291 Global Action Plan Launch New Campaign on the Harms of Wood Burning and ‘Clean Air Night’ on 24 January 2024

Air pollution-Wood-Burners-More-Costly-Than-Gas-Boilers-Guardian-Report-…

View Online

Greener Jobs Alliance (GJA) Newsletter No. 54 – November 2023:

Introduction:

The Greener Jobs Alliance (GJA) came into existence as a result of funding from Battersea and Wandsworth TUC. The GJA was launched to promote skills training and job creation to meet the needs of Britain’s rapidly growing low carbon sectors and to green the whole economy. The transition to a low carbon and resource efficient economy can drive sustainable economic recovery and job creation in every part of the country as well as making existing jobs more secure. But this requires a more strategic national and local approach to deliver the workforce skills needed and to stimulate demand for clean energy and energy efficiency services.

The Greener Jobs Alliance liaises at a national and local level to build the broadest possible support for the policies, investment, partnerships and commitments needed to drive the transition to a low carbon economy.

The Greener Jobs Alliance liaises with training bodies, colleges, universities, employers, local and national Government, trade unions, housing associations, campaign and community groups – to build the policies, investment and partnerships needed to drive the transition to a low carbon economy.

GJA ‘Free’ Courses:

The GJA runs a number of ‘free’ courses on the environment for Trade Union Reps in different parts of the UK which have been attended by a number of CWU Reps with details published in the newsletter.

The GJA now offer three ‘on-line’ courses as follows:

1. Climate Change Awareness

This short introductory course is aimed at trade unionists and anyone wishing to develop their understanding of the issues around climate change.  The course is divided into 4 modules.  The modules contain background information, short videos, graphs and illustrations.

• Module 1: Climate Change Explained
• Module 2: International Responses
• Module 3: Trade Union Responses
• Module 4: Getting Involved

At the end of each section, there are references and links to additional materials if you want to go further. There are no formal tests and you can work through the materials at your own pace but there are optional quizzes to check your understanding at the end of modules 1, 2 and 3.

2. A Trade Union Guide to Just Transition

Social justice must be at the heart of the development of a net-zero carbon economy. The course covers:

• The meaning and history of the term just transition
• Why it should be a priority issue
• UK and international policies and case studies
• Ideas for developing an action plan

It is aimed at trade unionists and anyone wishing to improve their understanding of why just transition should be central to climate change policy.

3. Air Quality – a trade union issue

The following issues will be explored in this free online course. It is made up of 3 modules,

• Module 1: The Causes and Health Impacts of Air Pollution
• Module 2: The Law and Government Policy
• Module 3:  Trade Union Responses and Campaigns

Link to GJA on-line Courses:https://greenerjobsalliance.co.uk/courses/

GJA Founder Graham Petersen:

The founder GJA Secretary and Newsletter editor was Graham Petersen who is well known to the CWU and has a long standing working relationship with the Union. He is a former TUC tutor and course designer who created safety reps training courses and the successful TUC Occupational Health & Safety Diploma Course. He was the head of the Trade Union Studies Centre at South Thames College before retirement from the post and has been a visitor and guest speaker at CWU events and meetings. After 30 editions, Graham stood down at the GJA AGM and handed over to Paul Atkin as newsletter editor and Tahir Latif as GJA Secretary. Graham remains a GJA Steering Group member and is now working part time for the Wales TUC having recently written a publication for them ‘Greener workplaces for a just transition – a Wales TUC toolkit for trade unionists’ which was circulated by the CWU Health, Safety and Environment Department.

Paul Atkin Editorial GJA Newsletter Issue 54 – Editorial: “A King’s speech for fossils”:

Editor Paul Atkin continues his justified attack, highlighting the failures of Tory PM Rishi Sunak and the Tory government – backing off from Net Zero commitments. He points out that Sunak’s attempt to make a retreat on climate commitments – primarily electoral opportunism didn’t do the Tories a lot of good in Tamworth and Mid Bedfordshire by elections where they lost both. Sunak’s aim is to align the Conservatives with fossil fuel interests as they dig into sabotaging the energy transition in defence of their profits.

Paul states that the latest scientific assessment on the pace of climate breakdown should make everyone stop, take a deep breath and ring alarm bells loudly. Keeping below 1.5C now requires us to get to net zero by 2034. That makes the present government’s slow down criminally irresponsible.

Paul points to PM Rishi Sunak’s recent speech in which he highlighted nuclear war and pandemics as the two major threats to humanity whilst at the same time the climate crisis fell off his list – as it always does. “None so blind as those that will not see”.

Paul concludes that the Tories continue to make short term decisions for a disastrous future. The impacts of climate breakdown are intensifying: more than ever, a rapid transition away from fossil fuels is needed. But this government’s failure to address the crisis have left ordinary people facing soaring energy bills, and crucial infrastructure like public transport failing, while energy giants pocket obscene profits. A transformation is needed!

The GJA has written to the Labour Opposition Leadership on what’s needed from Labour with questions put to Labour Leader Keir Starmer and Shadow Environment Minister Steve Reed – putting green issues on the agenda. GJA letters have been sent to Shadow Ministers Rachel Reeves Deputy PM and Angela Rayner Shadow Chancellor in an attempt to set the best conditions to make the transition to prepare the movement for the struggles ahead.

Read the full editorial & Newsletter Edition 54 attached.

Contents GJA Newsletter 54:

• Editorial: A King’s speech for Fossils
• IEA analysis and projections
• UK U-Turn on Deep Sea Mining
• Transport
• Local authorities put under the climate spotlight
• Direct Labour: the key to meeting the retrofit challenge
• National Climate Service pamphlet out from PCS
• Organising
• Somerset Solidarity Day
• What’s COP and why does it matter?
• Global Day of Action: 9 Dec
• Winning Climate Justice for Auto-workers
• What struggles do we need to win for Climate Justice?
• We make tomorrow Conference
• Worker Activist Climate Survey
• Military spending vs climate spending
• Green Bites
• 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.

Quotes of the Month:

“The Commission’s analysis demonstrates that there is no public policy case for hydrogen to be used to heat individual buildings. It should be ruled out as an option to enable an exclusive focus on switching to electrified heat.”

Report on National Infrastructure Commission judgement (Published in ‘The Guardian’)

———————————–

“Our recent analysis shows that just five rich global north countries are responsible for the majority (51%) of planned new oil and gas extraction to 2050: the US, Canada, Australia, Norway and the UK. These countries have the moral and historical responsibility to move first and fastest to phase out fossil fuel production.”

Romain Ioualalen, (Oil Change International)

Much more in the GJA Newsletter No 54 November attached.

 Attachment: 

• GJA Newsletter No.54 for November

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB290 Greener Jobs Alliance (GJA) Newsletter No. 54 – November 2023

GJA-Newsletter-54-November-2023

View Online

JANE LOFTUS – CWU PRESIDENT – ARRANGEMENTS

We have been informed by Jane’s family that the arrangements for a Service to celebrate the life of Jane Loftus, CWU President, will be held at Springwood Crematorium, Springwood Avenue, Liverpool L25 7UN on the 24th Novembercommencing at 2pm.

Given that there will be a limited capacity for the amount of people within the crematorium, the family are requesting that this be firstly restricted to family and close friends – however, arrangements have been made for a sound system to relay the service in the main foyer and outside for everyone to join in. We would ask that those who attend from the CWU are mindful of the family’s request on this issue.

The family have also arranged for the service to be viewed online with a direct link for people who are unable to attend. https://watch.obitus.com/8KxZF6

Username jeb1122

Password 386348

After the service there will also be the chance to celebrate Jane’s life at the Shankly Hotel, Millennium House, 60 Victoria St, Liverpool L1 6JD.

Flowers – the family have requested no flowers, however they would be grateful for donations be sent to ‘Stand up to Racism’ a cause that was so close to Jane’s heart and one of her last requests. For anyone who wishes to donate please use the following link. https://standuptoracism.org.uk/?form=donate

Yours sincerely

Dave Ward
General Secretary        

Tony Kearns
Senior Deputy General Secretary

23LTB289 JANE LOFTUS CWU PRESIDENT ARRANGEMENTS

View Online

Royal Mail Group New Starter Driver Training – Interim Safety Standards Variation plus EV and Post RTC Driver Training:

This LTB is being issued further to my letter to all ASRs dated 21 October 2023.

Introduction 

Following receipt of a number of enquiries in the Health, Safety and Environment Department, this is to update ASRs and Branches on the above.

This matter was first raised and discussed with the Royal Mail Group National Road Safety Manager in August following an indication that the business was considering changes to new starter driver training safety standards.

The Health, Safety and Environment Department made it clear to Royal Mail that CWU/HQ does not support negative changes in ‘New Starter Driver Training Standards’ or driver training as a whole and we have strongly raised concerns against the backdrop of increasing road traffic collision (RTC) numbers.

New Starter Driver Training 

The RMG National Road Safety Manager explained that currently Royal Mail is in the process of recruiting a high number of new employees in a short period of time and that the RMG Safety, Health and Environment team face a short term predicament in the face of that exceptional current large scale staff recruitment programme with Royal Mail recruiting circa 10,000 new employees in such a short space of time.

This in turn presents the impossibility of getting all the newly recruited drivers through the Royal Mail new driver training programme without an ‘interim variation’ as ‘Pertemps’, Royal Mail’s accredited driver training provider will not be able to train this number of new recruits in line with Royal Mail Group’s current policy as the number exceed their maximum capacity. Therefore, a relaxation or variation in the RMG new starter driver training requirements is needed, to maintain operations whilst at the same time taking steps to mitigate any safety impact.

In short this means that where training lead-times exceed 2 weeks, new starters will be permitted to drive ‘small vans only’ (e.g., up to Peugeot Expert size), pending training being delivered and for a period of up to 6 months. 

The ‘interim driver safety variation’ Royal Mail Group have therefore made is a temporary change to the current driver training standards for new starters and they have introduced an alternative approach that enables them to drive in advance of taking their Royal Mail/Pertemps driver training course.

However, there are two higher risk groups where the requirements will not be relaxed by Royal Mail for driver training if the new entrant:

• Has held a licence for only 12 months or less.
• Is under the age of 25.

For those allowed to drive under the new arrangements, they must:

• Only be allowed to drive small vans.
• Be booked on a Pertemps new starter driver training course.
• Have completed the driver e-learning and been briefed on the driving SSOW.
• Be comfortable to drive under the new arrangements.

Managers must complete the ‘Permit to Drive’ checklist (copy attached) which details each element of the alternative arrangements, including that a Pertemps course has been booked for a future date and file this in the employee’s personal file. This is only a temporary relaxation. The training that is normally given on induction must still be booked through ‘Pertemps’ ahead of the new starter being authorised to drive a Royal Mail vehicle, even if the training itself cannot take place until later.

Whilst fully appreciating the difficulty being faced by the business, the CWU/HQ Health, Safety and Environment Department stated strongly that any variation should be in place for the minimum possible amount of time.

Electric Vehicle (EV) Training 

The Health, Safety and Environment Department additionally raised concerns about the issue of the high number of electric vehicle (EVs) RTCs (29% higher RTC frequency than internal combustion engine (ICE) vehicles diesel/petrol) and we requested compliance with additional training measures to be put in place and audited to tackle it. In response the Royal Mail Group National Road Safety Manager confirmed that the electric vehicle (EV) training will remain unchanged with additional EV ‘Change-Over’ training being kept in place.

The EV upgrade training course duration is 2 hours including a classroom/vehicle check element which lasts 30 minutes, with a 1 hour 30 minutes on-road training element.  This is delivered where Royal Mail deploys new electric vehicles in place of existing internal combustion engine (ICE) diesel and petrol engine vehicles.  The EV training requirement has not been varied or relaxed.

New starters at existing EV sites receive a full 4-hour ‘Safe Driver EV Induction’ course.  This is the equivalent of the standard driver training induction course which is delivered with ICE vehicles.  However, this requirement is not excluded from the relaxation arrangements as the

business is now operating over 5,000 EV’s on the RMG fleet and the business state that it’s not reasonably practicable to do so.  It remains the case that drivers must confirm they are comfortable driving, whilst awaiting/pending the Royal Mail/Pertemps on-road training and these drivers have the opportunity to say no and opt out whilst awaiting new starter/EV training.

Post Collision/RTC Training

We also raised the issue of Post Collision/RTC Training and it was confirmed that this training (half day/4 hours) will also remain in place unchanged as per the Vehicle Use Training Matrix (copy attached).

ASR Action – Message From the Royal Mail Group National Road Safety Manager Mark Bromhall

The Royal Mail Group National Road Safety Manager Mark Bromhall has communicated a message today confirming that the intention is to keep the ‘variation/relaxation’ arrangement in place for the minimum time possible.  The ‘variation/relaxation’ is being kept under review and can be varied or removed as operational demand and training supply changes and he will continue to consult the CWU/HQ Health, Safety and Environment Department on any changes.  Presently, the focus is on compliance with the RMG SHE Driver Safety Training Standard and the assistance of all CWU Area Safety Reps in this messaging and monitoring through their safety inspections is greatly appreciated by him and the business.

See attached copies of: 

• The Driver Training ‘Matrix’.
• The New Starter Driver Training – Interim Variation SAC1 Risk Assessment.
• Driver Training Relaxation – Permit to Drive Checklist.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 288/23 – RMG New Starter Driver Training – Interim Safety Standards Variation plus EV and Post RTC Driver Training

Att: Vehicle Use Training and Assessments – Excel File

Att: SAC1 Relaxation in Driver Training 2023 8th Aug 23 – Excel File

Att: Driver Training Relaxation Permit PDF

View Online

OUTCOME OF THE LORD FALCONER INDEPENDENT REVIEW – CWU/RMG COLLECTIVE AGREEMENT

We are pleased to announce that we have now reached a collective agreement with RMG that concludes the Lord Falconer Review, which as Branches will be aware was a key part of the BRTG Agreement.

You can read a copy of the agreement here: www.cwu.org/lfr

• Confirmation of Lord Falconer’s decisions in the first 26 cases, plus confirmation that Royal Mail has now agreed that the 2 cases identified for further investigation, will instead be automatically covered by the terms of the collective agreement.

• Confirmation that the agreement has been reached following consideration of Lord Falconer’s decision’s on the 26 and his rationale for these. In this regard the deal reflects the reality that whilst Lord Falconer overturned the vast majority of Royal Mail’s original dismissal decisions, he did confirm that misconduct had taken place in all but two of those cases.

• Recognition that the agreement has also been reached based on the overriding principle of reconciliation and the need for all parties to move on from the dispute.

• The agreement sets out the categories of dismissals and short of dismissals alongside the number of cases involved. It goes on to explain that with the exception of the 3 cases Lord Falconer upheld and the referred back cases, the overwhelming majority of individuals involved in the review will now be automatically reinstated via a process of commuting down the original Royal Mail sanction and then confirming all these penalties and warnings are now time spent.

• There is a section covering the 46 cases which Royal Mail had previously challenged as not being in scope. This issue has also been resolved in a positive way with 35 of those cases now automatically covered by the terms of the collective agreement. There are 3 cases in this category that will be referred back to Lord Falconer for a final decision, with the remaining 8 being referred back for Lord Falconer to determine whether or not they are in scope. A separate process covers these 8 cases and is helpful to our members in whatever decision Lord Falconer arrives at.

• All individuals who are reinstated under the terms of this agreement will also have the choice of an enhanced financial settlement, if their preference is to leave the business.

• There are 10 cases identified as requiring a mediation process to support all of those affected, before reintegration into their unit. This is an alternative to Royal Mail wanting to bring these individuals back with a compulsory transfer. This section of the agreement has been carefully worded to reflect the concerns of all parties, albeit we are confident that the individuals will return to their unit once the mediation process has been concluded.

• The agreement is based on the principle of reconciliation and covers the approach to this. This includes Royal Mail committing to apply the 2015 Conduct Code Agreement going forward and participating in a session with ACAS to learn the lessons from the dispute and the Falconer Review.

Summary

Lord Falconer’s initial review of the 26 cases and the subsequent agreement represents a major victory for our members and our union. Throughout the dispute, Royal Mail attempted to break the spirit of our members through their disgraceful actions. In response, the CWU set out not only to resolve the dispute but also to get justice for these workers who had been unfairly treated. We can now say that we have delivered a resolution that brings justice to our members and delivers the choice of enhanced compensation for reinstated employees who may prefer to move on and leave the business.

However, we must also acknowledge that there will be three individuals who will be extremely disappointed that their dismissal cases were upheld by Lord Falconer. Furthermore, there are eleven cases that have yet to receive an outcome and these members will understandably be anxious regarding their future at Royal Mail. We will continue to support these members in the processes that will now take place.

The outcome of the agreement completely justifies the decision of the Postal Executive to put our faith in the Independent Review and the subsequent strategy of using the first 26 cases to negotiate a settlement for the overwhelming majority of the remaining cases. For purpose of complete clarity and to illustrate the magnitude of this agreement, it means 93.1% of those who submitted consent forms have already had a successful outcome, with the possibility this figure will increase.

We want to place on record our thanks to members of our team for their exceptional work that has greatly assisted this outcome. In particular, Postal Executive member Rob Wotherspoon, who has coordinated significant research and information on all cases. We would also like to thank members of the working group for their detailed submissions on the priority cases, which paved the way for the collective agreement.

We have attached a link for the member’s communication that will go out today and we would urge all Branches and Representatives to ensure this distributed in every workplace.

https://www.cwu.org/lfr-justice

Finally, we would like to place on record our thanks to Lord Falconer for the work he has undertaken in leading the independent review.

Yours sincerely

Dave Ward
General Secretary   

Andy Furey
A/Deputy General Secretary (Postal)

Click to access 23LTB287-OUTCOME-OF-THE-LORD-FALCONER-INDEPENDENT-REVIEW-CWU-RMG-COLLECTIVE-AGREEMENT-002.pdf

View Online

Resourcing Principles Agreement Between Royal Mail and The CWU Covering the Deployment of Dimension, Weighing & Scanning (DWS) Equipment to All Mail Centres

Branches are informed that the Department were made aware that the business was trialling Dimension Weight Scanners in the Special Delivery Lockers within Manchester and London Central Mail Centres. This activity was not agreed with the CWU in advance and was progressed unilaterally by the business following their move to a new unagreed trial process.

However, representations were made to the business and following discussion the department has now been able to bring this activity back in line with previously agreed processes. To this end, given that the trial of the equipment has been viewed as a success, please find attached an agreement on Resourcing Principles for the deployment of the DWS activity, which was endorsed by the Postal Executive at a meeting on 7th November 2023.

The deployment of DWS equipment is an integral part of the Events Based Billing (EBB) Portfolio, which supports the Revenue Integrity strategy. The DWS machine will provide the business with the capability to measure and capture data to help identify miss-declared items in the SD operation. This data will aid BAU reconciliation processes in the recovery of revenue, which will ensure the business is paid correctly for the work it does. This strategy will be delivered through three capability pillars, which are highlighted below:

DWS activity will take place in two 4-hour windows, 16.30 to 20.30 (outward) and 01.00 to 05.00(inward). Each machine will be staffed by 1 employee, which with their introduction across all Mail Centers would potentially introduce new roles into the Mail Centre. Discussions have secured the full involvement of the CWU in agreeing workload for the DWS. This includes aligning other work to aid in creating full time duties, including reviewing innovative duty patterns. This could also assist with the supernumerary situation in some locations.

In line with previous agreements, the document confirms that all Health & Safety requirements, including SSOW, will be jointly developed by Royal Mail and the CWU National Health and Safety department.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: shayman@cwu.org, quoting reference: 714.12.

Yours sincerely,

Davie Robertson
Assistant Secretary

286-23 – DWS Resourcing Principles Agreement 09.11.23

Resourcing Principles SD DWS Final Nov 2023

View Online