NEW 🎙️ WORKPLACE PODCAST WITH MARTIN WALSH
🗣️ Update on talks with Royal Mail
🕰️ Seasonal Variations
✉️ Quality of Service
🚐 Fleet
👨💻 Managerial changes
And more! Please listen and share 🎧
World Cancer Day 2024 – 4 February 2024
World Cancer Day 2024 – 4 February 2024
What is World Cancer Day 2024?
World Cancer Day, observed annually on February 4th, is a global initiative aimed at raising awareness about cancer, promoting early detection, prevention, and treatment, and advocating for improved access to healthcare services for cancer patients. It provides an opportunity for individuals, organizations, and governments worldwide to unite in the fight against cancer.
When is World Cancer Day 2024?
World Cancer Day in 2024 falls on February 4th, as it does every year. This date serves as a reminder of the ongoing efforts to combat cancer and reduce its impact on individuals and communities around the world.
How to Get Involved in World Cancer Day 2024
Getting involved in World Cancer Day can be a meaningful way to contribute to the global fight against cancer. Here are some ways you can participate:
- Wear a Unity Band:Many organizations sell unity bands, which are simple bracelets, pins, or ribbons that symbolize support for those affected by cancer. Wearing a unity band is a visible way to show your solidarity.
- Share Information:Use communication channels to share facts about cancer, prevention tips, and stories of hope and survival. Raising awareness is a powerful way to combat misconceptions about the disease.
- Participate in Events:Many cancer organisations, charities and healthcare institutions host events and activities on World Cancer Day. These may include seminars, workshops, fundraising events, and more. Check local organisations’ listings to find events in your area to attend.
- Support Cancer Research:Consider making a donation to cancer research and charity organisations or hospitals specialising in cancer treatment. Research is crucial for developing new treatments and improving outcomes for cancer patients.
- Advocate for Change:Support and promote policies to improve cancer care, access to treatment, and prevention efforts.
History of World Cancer Day
World Cancer Day was established by the Union for International Cancer Control (UICC) in 2000. Since then, it has been observed annually on 4thFebruary. The UICC, along with various governments, health organizations, and cancer survivors, collaborates to make World Cancer Day a global success.
The primary goals of World Cancer Day are to raise awareness about cancer, dispel myths and misconceptions, encourage early detection, and advocate for improved cancer care. It also serves as a platform for honoring the courage and resilience of cancer patients and survivors worldwide.
Hashtags for World Cancer Day 2024
If you’re participating in World Cancer Day activities or sharing information on social media, consider using these hashtags to join the global conversation:
- #WorldCancerDay
- #IAmAndIWill
- #CancerAwareness
- #CancerSupport
- #TogetherAgainstCancer
By participating in World Cancer Day, you can contribute to the global effort to reduce the burden of cancer, support those affected by the disease, and work towards a world where cancer is better understood, prevented, and treated.
Attachments and Downloadable Cancer Booklets and Factsheets:
Attached find a factsheet and a booklet published by Cancer Research UK:
- Spot Cancer Early
- Spot Cancer Early Easy Read Booklet
Additionally, Cancer Research UK and Macmillan Cancer Support UK both provide an extensive range of good information booklets at:
- https://publications.cancerresearchuk.org/
- https://www.macmillan.org.uk/cancer-information-and-support/stories-and-media/booklets
The Irish Cancer Society also provide an excellent range of information booklets at:
The ‘easy read’ booklets provide detailed information on the different cancer types, diagnosis, treatments, side-effects, after care, work and cancer, fatigue, physical activity, general information and support services, e.g., Bladder cancer, Bowel cancer, Anal cancer, Brain cancer, Breast cancer, Cervical cancer, Head and neck cancers, Kidney cancer, Leukaemia, Liver Cancer, Leukaemia, Lung cancer, Mesothelioma, Lymphoma, Multiple myeloma, Oesophageal cancer, Ovarian cancer, Pancreatic cancer, Prostate cancer, Stomach cancer, Skin cancer, Melanoma, Testicular cancer, Thyroid cancer, Uterine (womb) cancer etc., and more.
World Cancer Day Website:
The official World Cancer Day Website with lots of information and resources is at: https://www.worldcancerday.org/about-us
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
24LTB027 World Cancer Day 2024 – 4 February 2024
Spot Cancer Early – (Cancer Research)
Royal Mail/CWU Joint Communication Covering The Review Of The 30-Minutes Flexibility Agreement (RMG/CWU Business Recovery, Transformation and Growth Agreement – Appendix 1)
Royal Mail/CWU Joint Communication Covering The Review Of The 30-Minutes Flexibility Agreement (RMG/CWU Business Recovery, Transformation and Growth Agreement – Appendix 1)
Branches and Representatives will be aware of the commitments contained in the Business Transformation, Recovery and Growth Agreement in relation to Appendix 1, section 2, 30-Minutes Flexibility Agreement, meeting customers’ needs, outlined here: –
In parallel with the seasonal variation approach the Joint Agreement between Royal Mail and the CWU committed to Jointly Review the approach to the use of 30 Minutes Flexibility, previously agreed in the 2007 Pay & Modernisation Agreement and in line with the 2013 Joint Statement covering Fairness, Dignity & Respect in Delivery. This joint review will be to understand how this approach can address workload changes at a route level on a daily basis and develop a revised agreement which will support the efficient delivery of the USO.
The review will gather information relating to how the existing policy is being applied and what arrangements are in place in units, particularly where this approach has been formalised and adopted. The review will also consider and determine how SI/SO data can be used with applying this flexible arrangement.
In line with this, talks were held with Royal Mail during October and November of last year on how best to move forward with such a joint review. However, whilst progress was made and we had in place a working draft in terms of moving this forward, we were unwilling to conclude a final proposed position until we had reached a joint understanding with Royal Mail surrounding the outstanding point in terms of how Seasonal Variation has impacted and changed individual Annual Leave entitlements in the PSP system, which was outlined to Branches in LTB 229/23 (Letter To Branches); further noting that the agreement on Seasonal Variation is clear in that this should not have any detrimental impact on members booked or planned annual leave for 2023/2024, or carried over leave into the next leave year.
Accordingly, and given that progress has now been achieved on this outstanding point along with some others in terms of Seasonal Variation, as reported in LTB 017/24 issued on 15th January, we have equally now concluded and have agreed to the attached Joint Communication (with the two listed Annexes), which we believe are self-explanatory.
In setting out this Joint Communication it is appropriate to highlight that we have agreed to a limited review process which will be undertaken by our Divisional Reps and Royal Mail RODs. This process will require local COMs and CWU Reps to complete a short electronic survey, with 4 units per ROD area to be selected from a set list of 120 units (based on the feedback given under the Quality Of Service & Resourcing Checklist In Line With The RMG/CWU Joint Statement – June 2023: Section 2.5 Improving Quality Of Service & USO Compliance).
The process is designed to cover all ROD areas ensuring an equal balance of COM/CWU Rep involvement and to further ensure that we have balanced feedback from units that have confirmed that they ‘do’ or ‘do not’ currently operate the 30-minute flexibility agreement.
The details in terms of the survey and this Joint Communication along with the approach have already been outlined to Divisional Reps, who in turn will hold further joint launch sessions within the ROD areas for the selected units with the aim of all completed electronic surveys to be returned by Friday 9th February. Following this, the feedback will be jointly reviewed at national level in order to then conclude a joint report by 8th March.
Whilst the National Joint Communication is clear in relation to the process to be taken and the timelines involved, we also remain clear that any review of the current 30-minute flexibility agreement is based on the direct principle that it is to be used and only called upon for genuine and unforeseen operational reasons, that it does not become a regular occurrence and is not used as a means to fill any operational gaps of Royal Mail’s own making.
Any queries to the content of the above please contact the Outdoor Department reference 230.03, email address: JRODRIGUES@cwu.org
Yours sincerely,
Mark Baulch
CWU Assistant Secretary
RM_CWU JC Review of the 30 Minutes Flexibility Agreement_18th January
120 Units In Line with 30min Flex Questionnaire (18th Jan)
Cervical Cancer Prevention Week – 22nd – 28th January 2024 – Cervical Screening Saves Lives Campaign:
Cervical Cancer Prevention Week – 22nd – 28th January 2024 – Cervical Screening Saves Lives Campaign:
Introduction:
The UK Health Security Agency, the NHS plus Charities like Jo’s Cervical Cancer Trust, Cancer Research UK and Macmillan Cancer are supporting Cervical Cancer Prevention Week which will run from 22 – 28 January 2024. The campaign aims to raise awareness and to encourage all eligible women to not ignore their cervical screening invite or if they have missed their last cervical screening appointment, to book an appointment with their GP practice as soon as possible.
One in Three Don’t Attend Their Screening Appointments – Two Women Die Every Day!
Two women die every day from cervical cancer and the UK Health Security Agency, Public Health Agency Northern Ireland and Jo’s Cervical Cancer Trust have requested help to reduce this number.
Every day in the UK, 2 women lose their lives to cervical cancer and 9 more receive a life-changing diagnosis. Around 3,200 women are diagnosed with cervical cancer in the UK each year and approximately 700 women die from the disease – around two deaths every day.
Cervical screening can stop cancer before it starts by checking the health of the cervix and prevent any potentially harmful cells from developing. The NHS Cervical Screening Programme has made a significant impact on cervical cancer mortality since it was established in 1988 and screenings save an estimated 5,000 lives per year, which is why it’s vital we all support and encourage women to attend. However, the concern is that one in three women don’t attend their smear test appointments.
The Screening Programme:
For England and Northern Ireland – women get a cervical screening invitation every 3 years if aged 25 to 49. After that, an invitation is received every 5 years until age 64. For Wales and Scotland women get a cervical screening invitation every 5 years if aged 25 to 64. Cervical screening samples are tested for types of HPV that can cause cervical cancer. Testing for HPV first, rather than looking at the cells down a microscope (cytology), is proven to be a more sensitive test. It will help to find more women with cervical cell abnormalities that may need treatment. HPV testing will help to prevent more cases of cervical cancer. From 1 January 2022, screening changed for low risk women from 3 to 5 years because the test used in cervical screening changed with the new test which is known as HPV primary screening and is more accurate at detecting who is at higher risk of developing cervical cancer. This means the intervals for those not at high risk can be safely extended from 3 to 5 years.
About the campaign:
It’s not unusual for women to feel a bit uneasy about going to their cervical screening, however the thought is normally worse than the reality. The campaign seeks to put minds at ease and reassure women that screenings are nothing to be worried about and can stop them developing cervical cancer. The campaign focuses on the important relationships in women’s lives, reminding them of all the people that want them to be healthy and well.
Target audience:
The target audience is all eligible women aged 25 – 64, and in particular women aged 25 – 35 as they are the least likely to currently book their cervical screening check. There are also some small sub-groups who are disproportionately less likely to participate – including women from ethnic minorities, people from lower socio-economic backgrounds, and lesbian and bisexual women. The campaign aims to include all groups.
The campaign:
- Highlights and reminds women of the risk of cervical cancer.
- Highlights the importance and preventative benefits of screening and the often misunderstood screening test.
- Dispels feelings of unease or embarrassment around getting screened.
- Encourages women to respond to their cervical screening invites.
- Encourages women to consider booking an appointment if they have missed previous invitations
- Aims to tackle barriers to screening highlighted by research, issues such as fear and embarrassment.
- Shares helpful advice on what to expect during a screening and tips on how to make it a more comfortable experience.
Campaign call to action:
- Cervical screening saves lives – encourage the people that you know and love to get screened if they are overdue a test.
- Don’t ignore cervical screening invitations.
- If you or someone you know has missed their last screening, book an appointment with the GP practice now.
- For further information, please visit uk/cervicalscreening.
Why support for the campaign is needed:
The more women we can encourage to get their screening done, the better. That’s why we need everyone’s help to spread the word.
Campaign Resources:
Downloadable, printable campaign resources and information are attached including posters, booklets, leaflets etc., and further resources and campaign materials are available from:-
Branches, Regions and Regional Health and Safety Committees can either download or order more materials from this site should they need to.
‘Jo’s Cervical Cancer Trust’
Jo’s Cervical Cancer Trust is the only UK charity dedicated to women, their families and friends affected by cervical cancer and cervical abnormalities. As Branches and Regions will know the CWU Health, Safety & Environment Department first established a close working relationship with ‘Jo’s Cervical Cancer Trust’ in 2009 and has worked with the charity and supported their campaigns since then and proudly we were the only Trade Union listed with our Logo on their ‘Time To Test’ supporter’s page. The CWU has been active in campaigning on this issue for years, supporting Cervical Screening Awareness Week and we will be supporting it again this year, continuing our strong working links with ‘Jo’s Cervical Cancer Trust’ as we have done in the past, supporting their ‘Time to Test’ campaign, ‘Put Yourself in The Picture’ campaign, and their ‘Smear For Smear’ campaign. CWU are registered supporters of the ‘Time to Test’ campaign with the CWU Logo on the Jo’s Cervical Cancer Trust Website.
Jo’s Cervical Cancer Trust was established in 1999 by James Maxwell after his wife Jo passed away from cervical cancer. Jo’s Trust have thanked CWU for its support and we intend to continue that working relationship.
Contact Details for Further Information, Resources and Helpline:
Address: Jo’s Cervical Cancer Trust 10-18 Union St, London SE1 1SZ
Phone: 020 3832 8000
Helpline: 0808 802 8000
Email: info@jostrust.org.uk
Website: Contact us | Jo’s Cervical Cancer Trust (jostrust.org.uk)
Jo’s Cervical Cancer Trust Helpline – 0808 802 8000
Jo’s Cervical Cancer Trust’s freephone Helpline is manned by volunteers who’ve had personal or professional experience of cervical cancer or cervical abnormalities and are trained in telephone helpline skills. The Helpline offers listening, support and information.
Further information and support can be found at:
- NHS website Cervical Screening – https://www.nhs.uk/conditions/cervical-screening/
- NHS Cervical Screening (CSP) Programme – https://www.gov.uk/government/collections/nhs-cervical-screening-csp-programme
- Jo’s Cervical Cancer Trust – https://www.jostrust.org.uk/shop/information
- Cancer Research UK – https://www.cancerresearchuk.org/about-cancer/cervical-cancer/getting-diagnosed/screening
Attachments:
Cervical Screening Campaign and General Information Posters, Booklets, leaflets, Fact Sheets.
We hope all Branches and Regions will support this important campaign.
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
Att: Cervical-Screening-Helpline-Poster
Att: Going for your cervical screening poster A4 (black) (3)
Att: Helpline-Poster-Colposcopy
Att: Lets-Talk-About-Cervical-Cancer-Poster
Att: NHS-Leaflet-Cervical-Screening-Helping-You-Decide
CWU Women’s Networking Event – 5th March 2024
CWU Women’s Networking Event – 5th March 2024
In the run up to International Women’s Day 2024, the Equality, Education and Development department are pleased to announce a CWU Women’s Networking Event will be taking place on Tuesday 5th March 2024 from 10:30am – 3:30pm, in Conference Rooms 2&3 at CWU Headquarters, 150 The Broadway, London, SW19 1RX.
The theme for IWD 2024 is “Inspire Inclusion” and the event will provide CWU women with a unique opportunity to connect with other female activists and Senior Women Officials from across
the union.
The day will include interactive and informative sessions, group discussions and learning opportunities for future progression. A full agenda will be shared in due course.
Any queries on this LTB or to reserve your place should be directed to equality&education@cwu.org
We look forward to seeing you there!
Yours sincerely,
Kate Hudson
Head of Equality, Education & Development
CAPITA GROUP: COMMITMENT TO BE A REAL LIVING WAGE EMPLOYER ABANDONED
CAPITA GROUP: COMMITMENT TO BE A REAL LIVING WAGE EMPLOYER ABANDONED
Capita Group has today announced it will no longer be a Real Living Wage (RLW) employer. This is a disgraceful decision which will have a significant and detrimental impact upon many of our members working on the TV Licensing (BBC), VMO2 and Tesco Mobile contracts. Capita’s announcement by the outgoing CEO Jon Lewis included the following statement:
“Unfortunately, the proposed 2024 Real Living Wage Foundation increase of 10.1% is not affordable or one that we can realistically pass on to all our clients.”
Capita has been a RLW employer since 2020 and its lowest paid employees currently earn the Living Wage Foundation’s recommended wage of £10.90 per hour (outside of London); which was due to increase to £12 per hour from 1st April 2024(+10.1%) in line with the Living Wage Foundation’s recommended annual increase.
Jon Lewis has confirmed that Capita Group will instead make the following increase to the lowest paid workers from 1st April:
“…from 1 April 2024, we will pay a minimum hourly rate of £11.56, which is higher than the UK National Living Wage of £11.44. Colleagues currently earning the Real Living Wage of £10.90 will receive a pay rise to at least £11.56. This equates to a minimum increase of just over 6% which is higher than the current rate of inflation at 3.9%.”
Capita’s attempt to justify this callous decision by comparing its new minimum hourly pay rate with the UK National Living Wage is appalling. In 2019, Capita announced its association with the Living Wage Foundation with great fanfare in a move to distance itself from bargain basement low wage employers; and that’s exactly what it will become again. Capita’s decision to renege on the RLW increase will be met with dismay by our members, many of whom are already facing hardship, especially as they were expecting to receive at least £12 per hour from 1st April.
With pay negotiations for the TVL, VMO2 and Tesco Mobile contracts due to commence in the near future, this development will obviously have a material impact upon pay bargaining. In this regard, we will be consulting with our Senior Capita Representatives to jointly determine next steps, which will be reported in due course.
Yours sincerely
Andy Furey
Assistant Secretary
Tracey Fussey
Assistant Secretary
LTB 022/24 – Capita Group – Commitment to be a real living wage employer abandoned
Greener Jobs Alliance (GJA) Newsletter No. 56 – January 2024
Greener Jobs Alliance (GJA) Newsletter No. 56 – January 2024:
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 56 – Getting ourselves on the right side of history
Paul focuses this issue’s editorial on the environmental failures of the west, Europe, the UK and the US and the need for ‘COPs’ because they are the annual focus for environmental monitoring on how bad the world crisis is getting. Paul highlights the fact that 2023 was the hottest year on record and tells us how severe the consequences of the climate crisis is and it will be worse next year. Paul quotes Prof. Andrew Dessler of Texas A&M University who said “Every year for the rest of your life will be one of the hottest on record…2023 will end up being one of the coldest years this century. Enjoy it while it lasts.” Paul concludes that by the time of the next COP in November the environmental impacts will be even more severe and with every possibility of the Second Coming of Donald Trump in the US – it will lead to the USA going full on as a rogue state by withdrawing from the Paris Agreement again; a definitive abandonment of any pretence to “American global leadership” with the UK liable to follow suit.
Read the full editorial & Newsletter Edition 55 attached.
Contents GJA Newsletter 56:
- Editorial: The right side of history
- Pass this Motion for climate action!
- GJA AGM 13th Feb 24
- ITUC on the COP
- Energy investment flows
- Gaza at COP
- Hopeful Chinese Whispers
- Climate Collateral: militarism in the climate crisis
- GKN workers in Firenze, Italy – For a worker led Just Transition!
- For a Just Transition in Steel
- City of London Report on green skills for commercial building retrofit
- It’s Orkney’s Wind!
- RMT response to Scottish Just Transition Report
- We Make Tomorrow Conference 28th Jan
- Unions, Climate Justice and a Just Transition 8th Feb
- 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
“For the first time, the move away from fossil fuels is explicitly stated in a COP outcome—a first nail in the coffin for the fossil fuel industry. Oil and gas producers squeezed in unhelpful language, pretending gas can be a transition fuel, or that carbon capture can clean up after them. These small battle wins for the industry are bitter and hollow, and ultimately won’t win the war. Loopholes and false solutions can only serve to delay their inevitable demise, yet it’s clear from the text—which is strongly committed to the 1.5°C warming limit – that there’s no time to lose.”
Bill Hare; Climate Analytics
Much more in the GJA Newsletter No 56 January 2024 attached.
Attachment:
- GJA Newsletter No.56 for January 2024
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
24LTB021 Greener Jobs Alliance (GJA) Newsletter No. 56 – January 2024
Post Office Ltd Estate – Reinforced Autoclaved Aerated Concrete (RAAC):
Post Office Ltd Estate – Reinforced Autoclaved Aerated Concrete (RAAC):
Further to LTB305/23, in relation to RAAC in the Royal Mail Group estate, this subject matter was also raised with Post Office Ltd (POL) initially in November 2023 and this is an update on subsequent discussions and report back to the Union from the business. The most recent meeting which discussed the matter took place on 10 and 11 January with Martin Hopcroft Post Office Limited (POL) Director of Health, Safety, Environment & Business Continuity and Kate Giles (POL) Property Compliance, Operations and Contracts Manager.
An urgent and clear response was requested from POL as to what it intends to do to with regard to professionally competent commissioned surveys of the POL building estate to check for RAAC (Reinforced, Autoclaved, Aerated Concrete) and HAC (High Aluminium Concrete) which is a similar building fabric and from that details of any required remedial action plan as necessary.
We have stressed that this matter is now urgent and we need from POL their business’s policy and plan of approach to confirm the POL wide estate assessments and reports on any buildings containing RAAC or HAC, the condition of it and a plan of urgent remedial action to deal with it in order to avert any collapses and dangers from water damage and mould etc., or co-located asbestos with RAAC. A similar building fabric ‘High Aluminium Concrete’ (HAC) may also exist in some buildings and this needs condition checking also.
One of the important points made by CWU, although media reports have been centring on schools and hospitals, is that these materials, (RAAC and HAC) were subject to widespread use in ‘public buildings’ and at the time the building estates in Royal Mail Group and POL were public buildings and therefore many of those buildings may contain either of the building materials RAAC and HAC.
A national programme of structural engineering surveys by specialist engineers is underway in order to determine the presence or otherwise of these materials, the condition of them and any required remedial action plan.
We have received the following update from POL regarding a RAAC inspection programme which has been initiated with urgency. A further update is awaited from ‘Atalian Servest’ POL’s Facilities Management (FM) company with confirmation of dates for a number of more building inspections during January and a further update from BNP Estates following the issue of a second letter to landlords.
A profiling of how many Directly Managed Post Office Branches and CVIT Supply Chain sites have been identified as higher risk and surveys have been completed or are scheduled, and an update and confirmation for those where POL is a tenant, including plans are to be checked over the coming weeks.
Overall POL reports that the risk remains low due to POL’s maintenance programme and there is no known or found degradation so far but POL will continue to monitor it closely. POL is also receiving updates from Royal Mail Group (RMG/RMP&FS) who are undertaking their own RAAC inspection programme on sites occupied by POL where RMG have responsibility.
POL aims to answer 4 questions:
- Does the property have RAAC?
- Is POL responsible?
- If POL is responsible, is it safe?
- If the landlord is responsible, has POL received assurance that the property is safe?
POL has 220 properties in their Estate.
Following a desktop survey 139 were identified as falling into the risk category for RAAC and of these:
- 13 freeholds – 12 have had visual inspections and 5 have been identified as needing further investigation by way of an intrusive survey which will be completed in January. One is scheduled in for the visual inspection this month.
- 17 fully repairing and insuring leases – 9 have had visual inspections and 3 have been identified as needing further investigation by way of an intrusive survey which will be completed in January. 8 are scheduled in for the visual inspection this month.
- 107 are landlord responsibility. All landlords were written to despite who’s responsibility it is. Where the landlord is responsible, POL has had 92 responses. 2 sites have been identified as having RAAC and the landlords are dealing with it (Grangemouth and Queensway). 28 landlords have confirmed there is no RAAC present. The remaining responses are a mix of answers including push backs on to POL, which POL are challenging.
- 2 licenses – both landlords have responded and confirmed no RAAC is present.
- POL has had some responses back from a legal letter sent to landlords in December. The responses are being collated and an update report produced for the POL Property Compliance, Operations and Contracts Manager for further consideration which will change the above numbers. Once the updates have been received next steps will be decided in cases where no response has been received or further information is required.
- POL conclude that the general situation is a low risk where further investigation is required in properties and where there is no degradation.
- There are a number of sites where Royal Mail Group and POL operations are co-located and joint discussions have been initiated in respect of any at-risk sites.
Below is a summary of numbers of POL Properties, broken down by site type, falling in risk period:Car Park (Garage)CTOCVITDMBTemp franchiseVacantSublettingNetworkAdmin OfficeVacant unit next to let unitVacant unit next to let Network branchGrand Total16127563328311139
Of which breakdown of site type in risk period where RMG is the Landlord:CVITDMBTemp franchiseVacantNetworkGrand Total221111944
POL will keep the CWU Health, Safety & Environment Department updated as the project progresses.
Attachments:
- RAAC Information Factsheet
- Statute of Structural Engineers – Reinforced Aerated Autoclaved Concrete (RAAC) – Investigation & Assessment Guidance.
- LTB 305/23 – RMG Estate – RAAC
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
24LTB020 Post Office Ltd Estate – Reinforced Autoclaved Aerated Concrete (RAAC)
Reinforced Autoclaved Aerated Concrete (RAAC) Information Fact Sheet
23LTB305 Royal Mail Group Estate – Reinforced Autoclaved Aerated Concret…
Royal Mail Group (SHE) Safety Flash FY24 001 – Royal Mail Van Roll Away Incident
Royal Mail Group (SHE) Safety Flash FY24 001 – Royal Mail Van Roll Away Incident:
Introduction, Background and Description:
Royal Mail Group’s Safety Team have issued ‘RMG SHE Safety Flash FY24 001 on the subject of ‘Royal Mail Van Roll Away Incidents’ which can be avoided by following the ‘HIT’ acronym process (‘HIT’ – Handbrake on, In Gear, Turn The Wheels).
The incident occurred when a Royal Mail postman driver was carrying out his regular delivery duty. The delivery round normal route was disrupted by a road closure causing the driver to make a 25-minute detour, which the driver reported had caused him some distress, becoming agitated and anxious as he needed to finish his duty on time. When parking the van at the next delivery point address following the diversion, the 3 point ‘HIT’ process was not followed. The handbrake was applied, but the wheels were not turned and the van was not left in gear. The van’s handbrake was faulty and did not hold the vehicle in place. The vehicle rolled backwards approximately 25 metres downhill, through road and street works, where it then collided with a parked BT Openreach van causing damage to both vehicles.
This SHE Flash has been issued to once again raise awareness of the need for drivers to follow ‘HIT’, highlight the risks of these types of incidents and to communicate the ‘HIT’ process to all Van drivers.
Impact/Injuries:
Two vehicles were damaged but fortunately the two BT engineers working in the roadworks area were not in the path of the runaway Royal Mail van and so were uninjured. The Royal Mail van postman driver has over 35 years of experience of driving for Royal Mail with no previous incidents or road traffic collisions. Due to the incident, the driver was suspended from driving duties pending an investigation. Had the runaway van struck someone, the consequences could have been much more serious.
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 put in place a safe system of work.
- Employees/Drivers 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. Secondly, the police can charge a driver whose van has rolled away with the offence of driving without due care and attention (careless driving) under section 3 of the Road Traffic Act 1988.
Key Messages, Learning Points, Advice and for PiCs, Managers and Workforce:
Drivers should:
- Ensure they undertake pre-use checks of their van, including checking that the handbrake engages fully and correctly.
- Fully complete the ‘HIT’ process when parking their van – handbrake must be fully applied, vehicle to be left in gear, park the van with the wheels turned to/from the kerb or a point of safety.
- Remember that a correctly functioning handbrake will hold the vehicle if correctly applied, but even without the handbrake functioning, the rollaway in this case would not have occurred if the vehicle had been left in gear/park. Whilst there was no kerb present, turning the wheels would have meant the vehicle came to rest safely.
- Not allow external factors to influence or distract them from following driver safety procedures fully and correctly.
- Complete the mandatory pre-use vehicle checks and report any defects using the PMT1 process.
- Speak with their line manager if they feel unable to complete their duty in a safe manner.
PiCs and Managers Key Actions:
- Ensure all drivers are shown and briefed on ‘RMG SHE Safety Flash FY24 001, Royal Mail Van Roll Away Incident.’ (Copy Attached).
- Brief all van drivers on SHE Huddle FY23 022 ‘Roll Aways.’ (Copy Attached).
- Promote and display the two ‘HIT’ safety posters. (Copies Attached).
- Ensure all van drivers are shown the short video ‘Why Hit Works’ which is at this link: https://vimeo.com/900843076
CWU ASR/WSR Actions:
- ASRs/WSRs please ensure that this Safety Flash is communicated and brought to the attention of all appropriate managers and van drivers, CWU members in Royal Mail and Parcelforce and that the SHE Flash actions are deployed by PiCs/Unit Managers. Additionally ensure all drivers are briefed on the SHE Flash, the SHE Huddle and that they watch the video on the above link.
- ASRs to concentrate attention on this matter during Workplace Safety Inspections and ensure members are briefed.
Conclusion:
Royal Mail has been averaging 150 van roll away incidents a year for the last decade. It is imperative for drivers to fully understand the correct procedures to protect themselves, the public and other road users. A van weighing several tons running away out of control can cause death, danger and significant damage to people and property – and we don’t want our members learning the hard way how important it is to park their vans safely on a hill, slope or even on the slightest of inclines or gradients. Several campaigns have been repeatedly promoted to raise awareness amongst drivers and ASRs/WSRs are asked to campaign locally on this important driver and road safety issue – REMEMBER the acronym ‘HIT’ to help avoid more ‘rollaway’ incidents:
H – Handbrake firmly on
I – In gear (first gear uphill – reverse gear downhill)
T – Turn the wheels (away from kerb up hill – towards kerb downhill).
‘HIT Video’
See the HIT Video demonstrating the process at this link: https://vimeo.com/900843076
Attachment:
- Royal Mail Group (SHE) Safety Flash FY24 001- ‘Van Roll Away Incident’.
- Royal Mail Group (SHE) Huddle FY23 022 – ‘Roll Aways’
- ‘HIT’ Posters.
- Crashed Roll Away Royal Mail Van Images
Yours sincerely
Dave Joyce
National Health, Safety & Environment Officer
LTB 018/24 – Royal Mail Group (SHE) Safety Flash FY24 001 – Royal Mail Van Roll Away Incident
Att: SHE Flash FY24 001-Vehicle Roll Away
Att: SHE Huddle FY23 022 Rollaways
Att: Preventing Vehicle Rollaways Poster
BRT&G Agreement – RM/CWU Joint Statement – Section 2.5 (Improving Quality of Service) and RM/CWU Joint Communication on Seasonal Variation
BRT&G Agreement – RM/CWU Joint Statement – Section 2.5 (Improving Quality of Service) and RM/CWU Joint Communication on Seasonal Variation
Branches and members will be aware of the commitments contained in the Business Transformation, Recovery and Growth Agreement and the fact that despite the agreement, actions by the business has seen a number of joint commitments stagnate and progress in relation to a number of Joint Statements had not been forthcoming.
As part of recent communications I have issued, I made it clear that in my role as the DGS(P) I would hold the business to account and provide a different style of leadership.
As such, last week a RM/CWU National IR meeting took place in which all outstanding issues were jointly discussed and a progressive foundation was put in place to make progress on all those areas. Following intense meetings and exchanges of drafts, we have now agreed a Joint Statement in relation to Section 2.5 Improving Quality of Service and a Joint Communication on Changes to Seasonal Variation.
Branches, representatives, and members will no doubt note the positive progress with caution. This is entirely understandable. My style of leadership will be to never overplay a moment. That said, there does feel like there has been a noticeable shift in how we are working together and changes in leadership on both sides has given us a chance for a fresh start. I know this is irrelevant to members unless it is felt locally. That has to happen off the back of these statements or the company has no prospect of rebuilding.
Attached to the LTB are full copies of the Joint Statement/Communication, the salient points are as follows:
RESTORING QUALITY OF SERVICE – Key areas of progress and change
- A key principle in reaching this Joint Statement is that both RMG and CWU agree it’s in everybody’s interest to move forward in the spirit of joint problem solving and a revised way of working in 2024 which reaffirms that adherence to Joint Statements will be honoured across all levels.
- We have agreed to cease 250 planned table top revisions in Delivery Offices to focus on restoring quality of service and overall unit performance.
- We have agreed a far more robust process for solving quality issues with engagement at every level of the company and CWU and regular meetings with the signatories of the statement.
- There will now be far more focus on local, area and divisional interventions and resolutions.
- We have identified 24 units for national support. We will use the outputs from this work to improve all offices.
SEASONAL VARIATIONS – Key areas of progress and change
- FT Members will work 5 weeks at 35 hours from 22ndJanuary 2024 until 25th February 2024. This will mean Delivery employees will start 14 minutes later and finish 10 minutes earlier during this period. This will return 2 hours of owed annual leave from the high period in 2023 to employees prior to the end of the financial year (end of March) and pro-rata for PT members.
- The 15 weeks of 35 hours in the summer will mean members will finish 10 minutes earlier each day. This will help to partially mitigate any later starts that are being deployed as a result of network changes. At this point our members will owe Royal Mail hours for the first time.
- We have managed to reduce the peak increased hours from 15 weeks to just 5 weeks in late November 2024. Both parties will jointly agree the dates for the 5-week period by 31st January 2024.
- Both parties also recognise the initial 15-week period for high and low seasons can be a reduced number of weeks going forwards as such we will finalise this reduction for seasonal variation to be applied in 2025/2026 by no later than 31st March 2024.
- It has been agreed that Seasonal Variation will have no impact on annual leave deductions in the financial year 2023/24. As a result of Seasonal Variation commencing in the ‘high-period’ of its cycle, there is a need to address the misalignment of hours in the PSP system during the 2023 High Season period (from 4thSeptember to 17th December 2023)
- Accordingly, Royal Mail (Human Resource Services) will make adjustments to the PSP system to issue back the extra hours worked for all employees whose attendance patterns were varied under Seasonal Variation. Employees should see the realignment in hours to their personal leave entitlement before the end of the Annual Leave year (24th March).
SUMMARY
Concluding the above position has only been possible due to the positive talks with the business and I want to thank Postal Officers, Davie Robertson and Mark Baulch in helping to secure the Joint Statements.
In the next few days, we will fully brief our representatives on these developments and Davie Robertson and Mark Baulch will continue discussions with the business on finalising the activity linked to the future revision activity in Upstream Areas and future revision activity & indoor preparation methods in Delivery as well as issuing additional communications as required to support the Joint Statements.
In addition, wider negotiations with the company continue and we now believe we have the platform to speedily resolve several outstanding issues including:
- Fleet
- Supernumeraries
- Sick Pay Calculations
- The outstanding issues from the Lord Falconer review
- Revisiting the Dispute Resolution Process and gaining absolute commitment to the Industrial Relations Framework and the agreed achieving agreement process.
Thank you for your support and we will issue wider communications later this week which will hopefully further signal a new relationship is being developed and that 2024 will bring about a tangible change in Industrial Relations, culture and actions in the workplace.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Yours sincerely,
Martin Walsh
Deputy General Secretary (Postal)
Att: Appendix 1 – RM CWU Joint Communication Seasonal Variation 15th January with signatures FINAL
Att: Q of S Resourcing Productivity Checklist 200623 CWU.220623 delivery
Att: Section 2.5 Joint working on improving Q of S_Final version with signatures FINAL
CWU Eastern No5 Branch 