LORD FALCONER INDEPENDENT REVIEW – UPDATE AND NEXT STEPS

Further to LTB 287/23 dated 9^th November, in recent weeks there has been an intense amount of activity involving regular engagement with RMG with the aim of ensuring the terms of the Collective Agreement are jointly implemented as quickly as possible.  We are pleased to report there have been significant and positive developments associated with the implementation of the ‘Collective Agreement’.

COT3 Settlement Forms

Lengthy and detailed exchanges of correspondence between the respective legal representatives took place also involving input from ACAS, resulting in Collective COT3 settlement forms being agreed for everyone in the dismissal category.  This covered two distinct groupings:

• those who opted for reinstatement.
• those who chose to take the enhanced financial settlement rather than returning to work.

Obviously, the dire impact on individuals and the numbers involved in dismissals meant we had to prioritise the above two groups.

Having completed this work, focus and attention turned to the COT3s for those who received a penalty of less than dismissal.  The current position is, via our legal experts, we proposed amendments to the draft COT3s and RMG’s legal team has confirmed agreement.  We therefore anticipate we will have an agreed COT3 in respect of these members/Reps by the end of this week.  This is subject of course to the Acas process.

Dismissals (Section 5.1 of the Collective Agreement)

A huge positive is 35 members/Reps returned to work on 18^th December.  The remainder (around 80 people), where dismissals were overturned, opted to leave with the enhanced package as per Section 7 of the Collective Agreement.

All back pay and compensation monies are due to be received no later than 22^ndDecember 2023 with a payslip provided to both leavers and returners.  Payslips will contain a breakdown of all aspects of the payments so that individuals can check they are correct.  Any enquiries must be raised with the ERCMTeam – ERCMTeam@royalmail.com no later than 14 days from 22^nd December.

Conclusion

The vast majority of our Representatives and members who were wrongly targeted by RMG during the 2022/23 national disputes have now, as a consequence of the Collective Agreement, either been reinstated, will receive the enhanced settlement imminently and all reduced warnings have now become time expired (subject to the COT3 being signed off by Acas).

There is still much work to be done surrounding the issues of mediation instead of compulsory transfers and cases whereby Lord Falconer is yet to make a determination as to whether the case is either in or out of scope.  However, as reported in this LTB, major milestones have been reached, and we would like to thank all Branches and Representatives for their assistance in ensuring the terms of the Collective Agreement have been implemented.

Further developments will be reported in due course.

Yours sincerely,

Dave Ward                                          
General Secretary            

Martin Walsh
Deputy General Secretary (Postal)

Andy Furey

National Officer

LTB 344/23

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Postal Department Industrial Podcast

I am fully committed to reconnecting with our members in the workplace.  In the New Year I will share a wide range of plans we will be putting in plans to tackle our outstanding issues and rebuild our strength.

Part of this will cover how we communicate with our members.  Head of Communications, Chris Webb will set out how we communicate with our whole membership going forward and part of this will include the introduction of a new monthly podcast for postal members.

You can listen to episode one via the link below.  I am interviewed by Greg Charles and we cover a wide variety of issues including quality of service, recent media reports, changes in the senior management team, new entrants terms and conditions, reconnecting with the members and more.

I would urge Branches to ensure the link gets out to as many members as possible.

https://www.cwu.org/podcast/episode-1-martin-walsh

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 343/23

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Royal Mail Property & Facilities Solutions Limited (RMPFSL) – Pay Claim 2024

Branches and Representatives will be aware the next pay review date for our members in Royal Mail Property & Facilities Solutions Limited (RMPFSL) is April 1^st 2024, accordingly, the Union has now written to the Company outlining the details of our Pay claim alongside several linked items.

Whilst it is recognised the RMPFSL & CWU National Joint Agreement Covering Pay and Associated Issues – 2022/23 & 2023/24, resulting from last year’s dispute, has delivered genuine and meaningful improvements for members in terms of Pay, Pensions, Annual Leave, Maternity and Paternity Leave and removed the Pay differential for new starters, there remains a cost of living crisis in the UK and inflation remains high, eroding those benefits secured last year and previously in real terms.

We have tabled the Pay claim well in advance and invited the Company to open talks as soon as possible in the New Year to seek to reach a Joint Agreement with RMPFSL in advance of the April timeline.

From our perspective, we remain hopeful we can secure an agreement on Pay and linked items at pace and prior to the April 2024 date. We will update Branches and members of ongoing developments.

Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: JRODRIGUES@cwu.org

Yours sincerely, 

Carl Maden
Assistant Secretary

Mark Baulch
Assistant Secretary                                                        

LTB 342/23 – Royal Mail Property Facilities Solutions Limited (RMPFSL) Pay Claim 2024

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CWU OBITUARY LIST 2023

It is normal practice to include in the Agenda pad a reference to those members who have served the Union in many different capacities who have sadly passed away since the previous conference.    Branches will be aware that Conference did not take place last year so the names submitted for 2023 will be added to the list next year.

We are calling on Branches to supply the names of those they believe should be contained in the obituary list  to be included in the Agenda pad for the 2024 conference.

All names that are to be included must be received by us no later than Friday 24^th February 2024.   Unfortunately, any names received after this date will not be included.

Notification of names should be forwarded by email addressed to Angela Niven at CWU Headquarters to conferences@cwu.org    Information supplied should include initials, surname and Branch.

Any queries regarding this Letter to Branches should be addressed to Angela Niven on conferences@cwu.org

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 340/23 – Obituary List 2023

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The CWU are introducing a new workplace podcast.

In episode one Greg Charles sat down with newly elected Deputy General Secretary (Postal) Martin Walsh to get an update for members on key issues.

We covered quality of service, supporting local reps, the media coverage of Royal Mail, rebuilding in the workplace and more.

Give it a listen 🎧

https://www.cwu.org/podcast/episode-1-martin-walsh

Business Recovery Transformation & Growth (BRT&G) Agreement – Royal Mail Fleet – Update

Further to LTB’s 294/23, 316/23 and 336/23, we met with Royal Mail Fleet within the dispute resolution procedure (DRP) and have agreed to meet again on Thursday 21^stDecember in an attempt to reach an agreement.

We have focused on narrowing down our areas of difference, however, we still have a lot to agree in what is a complex agreement.

We have met with our Fleet representatives and whilst we are continuing to meet with Royal Mail and want to reach a satisfactory agreement, it is our intention to continue with the policy laid out in the communication attached to LTB 336/23 i.e. the visits to workshops will continue whilst we are in negotiation.

We understand there may be frustrations the negotiations have not concluded, however, please be assured of our determination to achieve a full and fair settlement for our Fleet members and we will not be allowing these negotiations to drift.

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

Yours sincerely

Carl Maden

Assistant Secretary         

LTB 341/23           

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Royal Mail: Customer Experience – Interim Solution to Resolve Trade Dispute – Joint Statement

Further to LTB 322/23 dated 4^th December.  The Postal Executive yesterday endorsed the attached Joint Statement, which essentially provides an interim solution to the Customer Experience Trade Dispute.  This development follows the Postal Executive serving notice for action short of a strike over three days 20^th – 22^nd December.  Now we have concluded this interim agreement, all notices for action, which also included the 3 days between the Eves are now withdrawn.

We met with Customer Experience and IR management earlier this week and good progress was made towards resolving the dispute.  The Joint Statement, which is being published to our members today, was shared with our CE Reps late yesterday, all of whom were supportive of the interim outcome.

It should be noted that an integral and key component to the Joint Statement is engagement with both our Reps and members going forward.  This includes a joint workshop with management, which has been scheduled for Wednesday 10^thJanuary.  Following this, there will be a programme of engagement in the workplaces and this will include a joint survey of members.  These activities will be undertaken in conjunction with national talks aimed at finding a mutually acceptable resolution to the dispute, and overall progress will be reviewed before the end of January.  Whilst these activities are taking place, there will be no industrial action taking place, although this remains an option for the Postal Executive should this engagement fail to deliver an agreed way forward.

In closing, I would like to thank our CE Reps and members for their valued support.

Further developments will be reported.

Yours sincerely

Andy Furey
National Officer

Attachment 1: 23LTB339 – Royal Mail – Customer Experience – Interim Solution to Resolve Trade Dispute – Joint Statement

Attachment 2: Attachment to 23LTB339 – Joint Statement CE Working Well Dispute

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Greener Jobs Alliance (GJA) Newsletter No. 55 – December 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 55 – Editorial: “COP that!”:

Focusing on COP28 (the 2023 UN Climate Change Conference of Parties) Editor Paul Atkin highlights the fact that this year’s COP has already thrown up a number of bizarre statements, from UK PM Rishi Sunak showing what a small figure he is by admitting that quote; “we’re not moving quickly or effectively enough” and “the costs of inaction are intolerable”, while claiming that “the UK is leading the charge” by the uniquely effective strategy of scrapping its most ambitious targets and going slower. Then we have the COP Chair Sultan Al Jabar claiming that “there is no science” requiring a phase out of fossil fuels; which shows that he hadn’t read his brief from the IPCC (Intergovernmental Panel on Climate Change) telling him and the world that that’s exactly what’s needed. Paul concludes “The world is not safe in these people’s hands.”

Paul adds that when activist writer and journalist George Monbiot wrote “the fight against climate breakdown is not and never has been just a fight against environmental breakdown. It is also a fight against the great maldistribution of wealth and power that blights every aspect of life on planet Earth. Billionaires – even the more enlightened ones – are bad for us. We cannot afford to keep them” he put his finger on why the struggle to save ourselves from environmental collapse is a class struggle.

Paul concludes that in this GJA Newsletter 55, the GJA aims to develop the debate about how the labour movement can lead this struggle; from workplace organising to programmes for national government, to fighting for just transition at the COP; and includes a draft motion for Union’s to take up and develop this debate and action further in this year’s conference cycle.

Read the full editorial & Newsletter Edition 55 attached.

Contents GJA Newsletter 55:

• Editorial: COP that!
• Demonstrations 9 December
• Why workers and their unions must lead climate action
• Motion for Unions on Climate Change
• New jobs must be good and green
• COP Briefing
• ITUC Demands COP 28
• Just Transition Work Programme
• UNISON at the COP
• NEU COP action plans
• IEA Slams Fossil Fuel Industry
• UK failure to implement Article 12 of the Paris Agreement
• Military boot print Khem Rogally
• FOE calls for a ceasefire in Gaza
• Beyond Climate Fixes
• Clean air posters from Mums for Lungs
• New Rules
• Green Bites

Green Bites:

• 70% – Increase in in UK Solar Panel Installation in 2021 over 2020 and the first 6 months of 2022 saw installation rates doubling.
• 2024 – Will see China’s carbon emissions begin to fall, following record renewable energy investment.
• 40% – Drop in Electric Vehicle Battery Prices by 2025 – forecast by ‘Goldman Sachs’.
• 33% – Drop in UK flights would be needed by 2030 to hit ‘Net Zero’ targets.
• 0 (zero) – Measures to increase energy efficiency announced in the UK Chancellor’s autumn statement.

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

“Most of the climate victims, whose number will increase in billions, will be in countries that do not emit at all or emit very little CO2. Without transfers of wealth from the North to the South, climate victims will have less water in their habitats and will move towards the North, where melting ice will allow fresh water. The exodus will involve billions. This immense exodus will have a response in the North. We are already seeing it in the anti-immigration policies of rich countries and the rise of the extreme right within them. Hitler is knocking on the European and American middle-class homes’ doors and many are letting him in. The exodus will be responded to with a lot of violence and barbarism. What we are seeing in Gaza is a rehearsal of the future.”

Gustavo Petro President of Columbia: Speech at COP 28

Much more in the GJA Newsletter No 55 December attached.

Attachment: 

• GJA Newsletter No.55 for December 2023.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB338 Greener Jobs Alliance (GJA) Newsletter No. 55 – December 2023

GJA-Newsletter-55-December-2023

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BUSINESS RECOVERY TRANSFORMATION AND GROWTH AGREEMENT – FLEET SECTION

Further to LTB 316/2023 dated 1^st December 2023, I wrote to the Fleet Director on 4^th December 2023 in response to his letter dated 1^st December 2023.

We have met with our Fleet Representatives and the Postal Executive who have endorsed a number of actions. These include: –

• Rejection of Fleet’s proposal in their letter of 1^st December 2023
• Invoking the Dispute Resolution Procedure (DRP) which means both parties have one month to reach agreement.
• Planning a series of workshop visits and engaging all of our Fleet Members
• Making Royal Mail Fleet aware, we want an agreement, however, if there is no desire to do so from Fleet, conflict is inevitable

Please find attached to this LTB, a communication for all of our Fleet Members. There is also a link to the communication for branches to share with members.

Click to access A-Message-to-All-CWU-Members-in-Royal-Mail-Fleet-08.12.pdf

We have been offered a meeting on 12th December 2023, which we will be attending.  However, we expect this meeting to be in line with the joint statement signed and published on 17^thNovember 2023.

Thank you for your patience. We are determined to get an acceptable agreement for our members and a further update will follow after the meeting next week.

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

Yours sincerely

Carl Maden
Assistant Secretary     

LTB336

A Message to All CWU Members in Royal Mail Fleet 08.12                 

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Royal Mail Group (SHE) Safety Flash FY23 024 (V2) – Powered Conveyor Finger Amputation Accidents Caused By Wearing Gloves:

Introduction, Background and Description: 

Royal Mail Group’s Safety Team have issued ‘RMG SHE Safety Flash FY23 024’ (Version 2) on the subject of ‘Powered Conveyor Finger Amputation Accidents, Caused By Wearing Gloves. As a result of these accidents, the wearing of gloves whilst working on powered conveyors has now been prohibited and banned. This follows a series of similar accidents with one recent case in particular highlighting the danger when a worker had their glove trapped and drawn into the conveyor, causing the victim to suffer the part amputation of a finger. Following a review risk assessment by RMG’s SHE Team the RMG Processing Safe System of Work has been updated, to prohibit the routine wearing of gloves when interacting with any powered conveyor.

This SHE Flash has been issued to raise awareness, highlight the risks of these types of accidents and to communicate the new safety, risk control measure which is ‘Mandatory’.

Impact/Injuries: 

Serious, life changing hand injuries including finger amputation.

The law:

• Employers and Managers are required by the Health and Safety at Work Act (S2) to ensure the health and safety of the workforce and to provide a workplace that is a safe place and has a safe system with safe plant and equipment.
• Employees are required by the Health and Safety at Work Act (S7) to co-operate with the employer so far as is necessary to enable the employer’s health and safety duties and safe systems of work to be performed or complied with. These duties are mandatory by law.

Key Messages, Learning Points, Advice for PiCs, Managers and Workforce: 

In the recent and other similar accidents, the employee was wearing gloves, and a glove finger was caught and drawn into the conveyor. The employee’s glove then pulled in the fingers and whole hand before the conveyor was emergency stopped. Severe injury was caused by the hand being crushed and a part finger amputation.

Belt conveyors present similar risks to glove wearers, as do the risks from roller conveyors.

Wearing gloves is now therefore ‘prohibited’ when working on powered conveyors with the following exceptions as these specific tasks present no risk of hands being in contact and being drawn in to conveyors:

• Working on an extending boom conveyor to unload vehicles
• Tipping/Loading into a machine (hands are not near the powered conveyor)
• Taking items off a machine outfeed where that section of the machine – rollers/chute – is non-powered

PiCs and Managers’ Key Actions:

• RMG has safety controls in place within the Processing SSoW prohibiting loose clothing. Gloves must not now be worn when working on/interacting with any powered part of a conveyor. Powered belt or roller bed conveyors can all trap and draw in gloves then fingers and hands, causing serious injury.
• Gloves and loose clothing can be pulled into conveyors easily in an instant. All gloves grip a hand tight when caught in a machine and can draw the whole hand in.
• Some gloves are permitted and can continue to be used i.e., Needlestick protective gloves in areas where these are required.
• Correctly sized gloves (see manufacturers hand charts) can be worn ONLY when using extending boom conveyors or when tipping/loading into hoppers/infeeds and whilst taking an outfeed on a non-powered conveyor part of the machine which is safe.
• Managers are to communicate the Safety Flash (V2) and revised Safe System of Work to all those who use and work on automation equipment/powered conveyors as per the business unit, ensuring employees understand gloves on powered conveyors is prohibited – this includes all Royal Mail and Parcelforce operational sites.
• Managers are to undertake increased monitoring in automation/powered conveyor work areas with focused Safety Conversations taking place.
• Provide Barrier Cream to colleagues via pumped dispensers to provide hand protection against dirt/loss of skin oils etc.
• Prohibit employees under the age of 18 from using automation equipment.

CWU ASR/WSR Actions:

• ASRs/WSRs please ensure that this Safety Flash is communicated and brought to the attention of all appropriate managers and CWU members in Royal Mail and Parcelforce and that the SHE Flash actions are deployed by PiCs/Unit Managers and their teams.
• ASRs to concentrate attention on this matter during Workplace Safety Inspections and ensure members are briefed.

Attachment: 

• Royal Mail Group (SHE) Safety Flash FY23 024- Powered Conveyor Finger Amputation Accidents (V2).

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

23LTB335 RMG (SHE) Safety Flash FY23 024 (V2) – Powered Conveyor Finger Amputation Accidents Caused By Wearing Gloves

SHE Flash FY23 024 – Powered Conveyor Finger Amputation

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