Royal Mail Property & Facility Solutions – Election of:

• 1 Regional Cleaning Representative – North Region

Further to LTB 031/24 dated 23^rd January 2024, please see below the result of the ballot that closed today.

NORTH REGIONNicola Booth53*ElectedSue Smith34Spoilt Ballot Papers0Total Ballot Papers Received87Total Ballot Papers Dispatched233

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

LTB 070/24 – Royal Mail Property & Facility Solutions – Election of Regional Cleaner Rep – North Region

View Online

Government policymakers must dismiss new proposals to raise the retirement age to 71 as a fix-all for the UK’s ageing population.

The National Pensioners’ Convention believes pushing up the age we can claim our State Pension so high will make things worse not better. It would considerably add to the 2.1 million pensioners – 1 in 5 – already living in poverty and condemn even more to a miserable retirement, as well as increase pressure on already struggling public services.

Like former Pensions Minister Ros Altman* we think the suggestion from the International Longevity Centre** would be ‘unconscionable’ and only favours higher income groups. Especially so in the light of two new reports** that show how current state pensions provide well below the minimum income needed to cover a person’s basic needs.

NPC General Secretary Jan Shortt said: “It is time government policymakers sat down with public, private and third sector groups to develop a new, holistic plan to ensure no one falls into poverty as they age in our country, one of the richest in the world. 

“The latest proposal to push retirement up to 71 in no way reflects the harsh reality of getting older in the UK.  

“Although the number of people living longer has been rising, the number of those living with ill health and therefore not able to work longer, is also rising. So,making them wait to claim their pension for even longer would only increase poverty, and the demand on already creaking services such as health and care.

“It is not enough to say the country can’t afford the pensions bill for an ageing population – the nation won’t be able to afford an epidemic of elder poverty and illness in the next decade if they do nothing.

“That’s why we agree with Baroness Ros Altmann who says government ‘policy must consider other ways to save money to ensure greater fairness and flexibility’ in future.”

The NPC is already calling for the next scheduled retirement age increases to be shelved, with our 68 Is Too Late campaign in collaboration with Unite and the Scottish Pensioners’ Forum.  At present, the UK pension age of 66 is set to rise to 67 between May 2026 and March 2028. From 2044, it is expected to rise to 68. Today there are almost 11 million people aged 65 and over – 19% or nearly one in five of the total population. In 10 years time this will have increased to almost 13 million people or 22% of the population.

*Baroness Altmann’s paper, ‘12 Reasons Why Raising the State Pension Age to 71 is Unconscionable’-www.pensionsandsavings.com/12-reasons-why-raising-state-pension-age-to-71-should-be-unconscionable – outlines clearly the rationale against the further hike suggested by the International Longevity Centre.

Jan Shortt added: “It is wrong to assume every pensioner gets the new top rate weekly pension of £203.85 a week (rising to £221.20 from April). Most retirees – especially women – are on the older/lower rate, or less.  Even if they qualify for entitlements like housing benefit, or have small occupational pensions, their income still cannot keep pace with rising costs.”

**According to the pensions’ industry body, Pensions and Lifetime Savings Association (PLSA) –www.plsa.co.uk/Press-Centre/Press-Releases/Article/Latest-Retirement-Living-Standards-show-change-of-UK-public-expectations – a single person will need £31,300 a year for a moderate income in retirement. Using evidence from focus groups, the pensions’ industry body found the rising cost of food and energy costs, plus an expectation to offer financial support to grandchildren. PLSA estimate that a single person needs £14,400 a year for a minimum income and £43,100 a year for a comfortable retirement. Couples required a joint £22,400 at the minimum level, £43,100 at a moderate level, and £59,000 at a comfortable level.

**The NOW: Pensions’ Report – www.nowpensions.com/about-us/fair-pensions-for-all/gender-pensions-gap – has found that women ‘need to work an ‘extra 19 years typically to close pensions gender gap.’ Researchers found that labour market inequalities, including differing working patterns and the gender pay gap, contribute to the pension gap. Women retire on average with pension savings of £69,000, compared with £205,000 for men, says the research by pensions provider. By their late 50s, women have average pension savings worth less than two-thirds of men’spensions savings.

** The International Longevity Centrewww.ilcuk.org.uk/ageing-populations-forced-to-increase-state-pension-age-to-71-by-2050-to-maintain-dependency-ratio suggests the retirement age will have to rise to 71 for middle-aged workers across the UK, after research into the impact of growing life expectancy and falling birth rates on the state pension. The ILC argues that the UK state pension age would need to be 70 or 71 compared with 66 now, to maintain the status quo of the number of workers per state pensioner. The Centre says if you bring preventable ill health into the equation, the age would have to increase even more.

According to the Office for Budget Responsibility, pensioner benefits will cost the UK government £136bn in 2023-24, of which £124bn will be spent on state pensions.

ENDS

 

FOR FURTHER INFORMATION CONTACT:

Beverley Morrison

National Public Affairs Manager

National Pensioners Convention

Marchmont Community Centre, 62 Marchmont Street

London  WC1N 1AB

​Telephone: 020 7837 6622  Mobile: 07588 779515

bevmorrison@npcuk.org     www.npcuk.org

Greener Jobs Alliance (GJA) Newsletter No. 57 – February 2024:

Introduction & History – The GJA:

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 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.

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/

TUC Green Rep Courses:

The TUC has announced a series of new ‘free’ to attend ‘Green Rep Training Courses’ for 2024 as follows:

All union reps and officers are welcome, new or experienced, and whether in any Union role. All trade unionists can benefit from understanding what the TU movement can do to protect and empower Union members during the climate crisis.

• Stockport College Online 5, 12,19 Feb ‘24
• City of Bristol College In-person 11,18, 25 Jun ‘24
• Newcastle College In-person 11,18, 25 Jun ‘24

Link to the TUC ‘Green Rep’ Courses:-https://www.tuc.org.uk/training/TUCcourses

Paul Atkin Editorial GJA Newsletter Issue 57 – 

Paul focuses this issue’s editorial on ensuring that Labour is pressed on delivering on environmental commitments and a solid green industrial plan in the middle of the current climate emergency and as stated in the ‘Guardian’ this month – “Voters want to know that Labour will change the country for the better rather than just muddling on.” It has to be foundational for any politics that is adequate or relevant for the times we are actually in! Paul points out that at a time when even the CBI is calling for £50 billion to be invested in transition by 2030, the Labour leadership’s needs to up its investment proposals remembering that politically, their environmental pledge was Labour’s second most popular policy and at the same time ‘kick-start’ growth in the economy. The GJA’s letter to shadow minister Rachel Reeves sent in October still awaits a response! 75% of Labour Party list members oppose any watering down of Labour’s original environmental plan and commitments!  Read the full editorial & Newsletter Edition 57 attached.

Contents GJA Newsletter 57:

• Editorial: “Ambition were made of sterner stuff”: The £28 billion pound question.
• IEA projects massive acceleration of Renewable Energy
• Grantham Institute: why £26 Billion annual investment is needed
• Port Talbot motion
• Proposed “Future Homes” standards fall well short
• GKN factory occupation and union delegation
• GJA: Response to the interim report of the London Climate Resilience Review
• UCU: Mainstreaming the climate and environmental emergency
• COP Report back meeting
• TUC Green Rep Courses
• Yorkshire and Humber Just Transition Network
• And Still We Rise Festival
• Green Bites

Green Bites:

• £43Billion – The cost of fitting CCUS to all 4 Biomass units at Drax power station. This is estimated to add £1.7 billion to overall annual fuel bills across the UK. Drax is already subsidised at £600 million a year.
• 1 – The number of 1.3 MW wind farms needed to offset the gas that would be lost if no new licences were awarded in the North Sea.
• 500,000 – Number of trees planted in London since Sadiq Khan took over from Boris Johnson.
• 28 – The number of insurance companies that have already refused cover for the East African Crude Oil Pipeline.
• 1954 – The year that fossil fuel and car companies first knew about the effect of greenhouse gases.
• 60% – The projected cut in demand for fossil fuels by 2050 just from the domino effect of reduced costs and increased efficiency of electric batteries, making them stranded assets whatever they do.

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 Declarationsigned 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

“The optimal time to increase public investment is
precisely when an economy driven by market forces is
not working. That time is now.”

D.Abbott MP – Morning Star

 Much more in the GJA Newsletter No 57 February 2024 attached.

Attachment: 

• GJA Newsletter No.57 for February 2024.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 069/24 – Greener Jobs Alliance (GJA) Newsletter No. 57 – February 2024

Att: GJA-Newsletter-57-February-2024

View Online

BRT&G Agreement – Network Window – RM/CWU Joint Communication

Dear Colleague,

Branches and members will be aware that the CWU has been actively seeking to provide updates in relation to Network Window and the publication of the Delivery Office start and finish times that will be published on Monday 19^th February on Delivery Office notice boards.

As such talks have continued between Royal Mail and the CWU as we jointly recognise that the revised Network Window represents one of the biggest changes to the operation and its associated impact on employees’ start and finish times.

It is jointly recognised that there has been a lot of good joint working at all levels which have helped mitigate start and finish times in the vast majority of the UK, achieving a much improved position from that originally envisaged when the BRT&G Agreement was signed.

The headlines are as follows:

• 1000 Delivery Units below 60 minutes
• 360 Delivery Units with less than 15 minutes change
• 610 Delivery Units with less than 30 minutes change
• 82% of Delivery Units last letter by 15:30.
• 96% of Delivery Units last letter by 16:00.

Both Parties however recognise that the impact on start and finish times is a concern for employees in a small number of units where the start time has moved by over 60 minutes.

As such we have agreed a further Joint Statement which is attached that confirms the following key principles:

• Royal Mail and CWU have agreed the facility for a unit to take 15 minutes meal relief between wave 1 and 2. This will help mitigate the start and finish time by 15 minutes. This option must have the support of the Delivery employees, local CWU representative, and local manager within the unit. This option only applies to those units who are over 60 minutes.
• Both Royal Mail and the CWU are continuing to explore options in Scotland to advance the flow of work from other Mail Centres into the Inward Mail Centres in Scotland. The aim of this work is to try to find further mitigation to start times. In addition, Royal Mail will also continue to look at a small number of other sites where further mitigation may be possible.
• Both parties remain committed to working together at all levels to try and find pragmatic and workable solutions from the impact of the Network change on employees and CWU members. We will closely review the implementation of the Network Window changes through the first 12 weeks of live operations and additionally post peak 2024.
• For the avoidance of doubt, the start times published on 19 February are your new start times. If they do change then these will be published in your unit. We would like to jointly remind you that the Exceptions Process opens on 19 February 2024.

In addition to the above we have also issued a CWU communication which confirms that you early next week, the CWU will:

• Call an all reps briefing online on Monday.
• Produce our own online spreadsheet where members can see details of the proposed changes for their offices.
• Hold multiple live events for with the members next week.
• Produce a range of other communications.

I know this is a very difficult and challenging issue. However what is absolutely clear is the interventions of the union and the support of you as members continue to put pressure on the company to put further mitigation on the table.

Any enquiries in relation to this LTB should be addressed to DGSP department.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)

24LTB068 Network Window Joint Statement

Network Window Joint Statement 24LTB068

View Online

A joint statement has been reached with Royal Mail on network changes and will be released at 5:30pm.

Some tremendous work has taken place across the union and it will continue as we seek further mitigation and improvements.

Please make sure this communication is shared in every workplace in the UK.

……………..

NETWORK CHANGES – LATER START AND FINISH TIMES IN DELIVERY OFFICES
 
One of the most emotive issues in the recent dispute with Royal Mail Group was undoubtedly later start and finish times in delivery offices.
 
Royal Mail were always going to serve notice on flights due to cost, quality and the green agenda. This union or no union could have stopped that.
 
Through the outstanding support of the membership, we moved Royal Mail Group from their original preferred position of 3 hours later for everyone (including Delivery being 9am-5pm) to an agreed ambition of an hour maximum with a fall back of 90 minutes where this was not achievable.
 
We are pleased to confirm that we have today agreed with Royal Mail a mitigation that no unit will have to finish over 75 minutes – and we are putting forward further mitigation on this.
 
Across the UK, we have always had a wide range of start and finish times. The challenge for us has been and is obvious – some units are further away from their serving Mail Centres than others and some locations in the UK take longer to get to than others. Nothing has changed there.
 
With the removal of flights due to environmental and economic reasons this has only intensified the challenge we have been faced with.  
 
That said, we have significantly improved the overall picture through joint working and intensive negotiations. These negotiations are ongoing.
 
This means the latest position is as follows:

• 1000 Delivery Units under 60 minutes
• 368 Delivery Units with less than 15 minutes impact
• 618 Delivery Units less than 30 minutes.
• 84% of Delivery units to be finished before 15:30
• 96% of Delivery Units finished before 16:00
• 240 units over 60 minutes with now a mitigation which caps this at a maximum of 75 minutes.

During negotiations we have agreed that no unit will have to move start times by 90 minutes. Those units identified for a 61 minute and above change will have the opportunity to move 15 minutes of their meal relief earlier in the day (between waves 1 and 2). This mitigates the change by a further 15 minutes. We are also working with the company to improve the flow of work into the inward mail centres Scotland to seek further mitigation to the changes.
 
This is biggest change to the Network in a generation and there will be an opportunity to review the outputs after a number of weeks and potentially to reduce the impact on start times further. We believe Royal Mail have been over cautious in their planning and this may help in the review to find further mitigation to start times.
 
We are also in negotiations with the company to use the seasonal variations whilst in the review period to ensure that until the review has been concluded that no unit will have to finish more than 60 minutes later.
 
We are determined that with a continued range of interventions and once the new network is operational we can make the move to a maximum of 60 minutes permanent, thus meaning no member has to move more than an hour.
 
From Monday, members will have new start times displayed in their offices alongside the suggested date for these to commence.
 
When viewing this information members need to take the details above into account. So if your office says 90 minutes then that will not be the actual case. The recent negotiations hold the field.
 
Overall, we are confident in the coming weeks that we can continue to improve the picture across the UK. Understandably the employer is nervous about giving further concessions at this juncture but with the support and knowledge of our representatives and members we can make further progress.
 
Given the crossover between this update and the information Royal Mail will share with you early next week, the CWU will:
 
      ⁃     call an all reps briefing online on Monday.
      ⁃     Produce our own online spreadsheet where members can see details of the proposed changes for their offices.
      ⁃     Hold multiple live events for with the members next week.
      ⁃     Produce a range of other communications.
 
I will finish this communication where it started – this is a very difficult and challenging issue. What is absolutely clear is the interventions of the union and the support of you as members continue to put pressure on the company to put further mitigation on the table.
 
I am confident that we can get everyone in the UK to a maximum of an hours change – but we can only do that if we stick together.
 
Yours sincerely
 
Martin Walsh

Click to access 08047-your-voice-RMG-02.pdf

ANNUAL CONFERENCE 2024 – PROGRAMME OF BUSINESS

At the NEC held on the 24^th/25^th January 2024 the following programme of business

was agreed for CWU Annual Conference 2024:

• Sunday 21st April 2024                 –        Special Restructuring Conference
• Monday 22^nd April 2024                 –        Special Rules Conference
• Tuesday 23rd April 2024               –        Industrial Conferences
• Wednesday 24th April 2024            –        Industrial Conferences
• Thursday 25^th April 2024               –        Industrial Conferences

Any enquiries regarding this LTB should be addressed to Angela Niven by email to conferences@cwu.org or telephoning CWU HQ on 020 8971 7256.

Yours sincerely,

A P Kearns
Senior Deputy General Secretary

ANNUAL CONFERENCE 2024 – PROGRAMME OF BUSINESS

View Online

Royal Mail Group Safety, Health & Environment Team – Integrated Audits – Involvement and Consultation with CWU Area Health & Safety Representatives (ASRs): 

Further to LTBs 105/21 and 215/22 this is to remind all ASRs and to reinforce the agreed position in respect of full engagement and involvement of Area Health & Safety Representatives (ASRs) in the RMG Safety, Health and Environment ‘Integrated’ Audits process.

The agreed position with the Royal Mail Group Chief Legal Officer Matthew Newman and former Safety Directors (Shaun Davis and Phil Graham) and the current Safety Director Liz Lloyd is that every ASR is invited to every audit across their constituency and ASRs should be given notice of audit dates, afforded an invitation to participate and both sides fully encourage attendance and input.

Indeed, ASRs can add value to the audits by way of information sharing from the ASR’s periodic workplace safety inspections and investigations, as they are likely to visit the Unit more often than the Auditor/SHE Advisor.

ASRs can signpost the auditor to issues from their safety inspections, accident investigations and near misses, remedial actions that are outstanding in the Unit and not actioned or issues that could be overlooked as well as pointing out to auditors any related off-site issues, ORA (Offsite Risk Assessment) issues etc.

ASRs can take the opportunity in conjunction with the auditor to meet and discuss matters with the PiC (Person in Control) and his team whilst on-site during the audit to jointly reinforce safety messages and actions plus, very importantly engage and speak to front-line workforce members about health and safety issues they may be experiencing.

ASRs can hold safety and health conversations with front-line workforce members at the workstations/prep sorting frames with as many people as they can during the audit to raise awareness of safe working practises and get valuable feedback. ASRs can discuss hazards and risks that individuals may face out on their collection and delivery rounds, e.g., dogs, low level letterboxes, access and egress issues etc., footwear, clothing, PPE, road risk, safe driving, yard safety etc., gaining good insight from the frontline. ASRs can carry out evidence checks on frontline training, delivery of SHE Flashes, Safety Huddles and briefings etc. ASRs can also

get pointers from individuals of safety issues, risks, hazards that may need follow up inspection/investigation at customers’ premises. ASRs can also look at the Unit ORAs (Offsite Risk Assessments) and test whether it’s working or not, talking to the ORA lead/champion and asking how they manage hazards etc., and log any problems that need addressing as well as assisting by dealing with hazards and risks that the workforce encounter.

ASRs can also check on Occupational Health and Wellbeing issues with frontline staff, including work stress risk assessments and ensure that they are utilising the RMG Wellbeing Hub and employee wellbeing and occupational health services, ensuring the workforce are fully aware of the new ‘Moments that Matter Guides’, and the important role of all the services, resources and tools available on offer to assist the workforce e.g. RMG ‘Help@Hand’ which gives employees/members and their family access to fast, free, wellbeing support, resources and services.

The audits are delivered by the RMG SHE Team Safety Advisors and all units will be audited once a year. The audits will assess the level of safety and health compliance with key instructions, policies and legal/regulatory requirements as detailed within the SHEMS (Safety, Health, Environment Management System), Security, Compliance and Ethics policies. The ‘Integrated Audit’ will be conducted on site and compliance will be assessed through a combination of:

• Data analysis and validation;
• Document review; and
• Discussion and observation.

A full list of evidence requirements will be available on the SHE Management System. NB: An auditor will review electronic records (where available) from various systems, there will be no need to print out paper hard copies.

All units will receive an audit notification e-mail at least 5 working days prior to the audit taking place. The average audit should require 1 or 2 days on site. The relevant CWU Area Safety Representative (ASR) will be copied into the e-mail circulation/notification. The auditor will then contact the unit manager to agree the exact date and time of the visit. The ASR will also be notified of the date and time arrangements to confirm the arrangements in order to attend, be consulted and give input.

Initial onsite feedback will be given to the unit managers and then an Action Plan will be issued via e-mail to the unit within five working days. Unit managers will be required to monitor and close out actions. Actions must be completed by the required date as set out in the Action Plan. Update reports on the audit actions will be given to the joint health and safety committee relevant to the Unit where there can be a discussion on progress.

The audit will be transparent with an overall percentage score given for each audit. Audit results will be shared with ASRs by e-mail. Any issues and Audit Action Plan progress can be discussed at joint health and safety committee meetings at a Unit or Regional level basis.

ASR Action:

All ASRs are requested to give Safety, Health and Environment ‘Integrated Audits’ priority and ensure they attend and input into the process.

Emma Tranter RMG SHE Head of Safety (North and Wales) and Jayne Callaghan-Jarvis Head of Safety (South): 

Emma Tranter RMG SHE Head of Safety (North and Wales) and Jayne Callaghan-Jarvis Head of Safety (South) have committed to their teams informing their respective ASRs when an audit is going to take place. The SHE safety advisors will and do share the Unit safety audit dates with both the CWU and Unite CMA ASRs so they can be in attendance and be engaged. The CWU HQ Health, Safety and Environment Department and RMG SHE HQ are jointly encouraging involvement and good input conversations with ASRs which should also happen at unit level with the WSRs in the wash-up with the PiC/manager, so ASRs and WSRs can help support what needs to be done in the unit to keep it safe and healthy for our members and workforce.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

24LTB066 RMG SHE Team – Integrated Audits – Involvement and Consultation with CWU Area Health & Safety Representatives (ASRs)

Copy of Compliance grid 2023.24 v1.2

View Online

BRT&G Agreement – Royal Mail/CWU Joint Communication Covering Seasonal Variation and Joint Statement on Resolving Surplus and Displaced Employees in Processing

Branches and members will be aware that the CWU is actively seeking to resolve a number of outstanding issues with the business to ensure we continue to rebuild trust with our Reps and Members in the workplace.

As reported at the National Briefing last week through the agenda updates, discussions have continued on a daily basis and we have now finalised two documents with the business as outlined below:

Seasonal Variation and Agreed Joint Communication with the Following Key Summary: 

After examining the latest workload forecasts, Royal Mail and the CWU have agreed to extend this Low Season by four weeks, supporting better resourcing to workload outcomes and offering further opportunities to give employees back time owed from the High Season in 2023. To ensure employees’ seasonal variation hours are balanced out by December 2024, the Summer 2024 Low Season will be reduced by 4 weeks. In summary:

Winter Low Season 2024 

• Between weeks 49 – 52 (26^th February 2024 until 24^th March 2024 – 4 weeks) full-time employees will continue with reduced 35 hours per week attendance.
• Full-time Delivery employees will start 14 minutes later and finish 10 minutes earlier during this period.
• For part-time employees their attendances will reduce by 10 minutes.

Summer Low Season 2024 

• During the Summer 2024 period, during weeks 13 – 23 (24^th June 2024 until 8^thSeptember 2024), full-time employees will typically work at 35 hours, in line with the agreement, for 10 weeks.
• This will mean that full-time employees will start 14 minutes later and finish 10 minutes earlier and part-time employees will work 10 minutes less per day.
• The peak period for 2024, where full-time employees will typically increase their hours to 39 hours, will remain for 5 weeks (18^thNovember 2024 – 22^nd December 2024).

The same principles as agreed in previous joint communications also flow through to the updated position above and allow changes to be made to the PSP/DDS systems.

The full Joint Communication can be accessed via https://www.cwu.org/seasonal-variation.

 Joint Statement on Resolving Surplus and Displaced Employees in Processing – Key Summary 

 This has been a longstanding issue between both parties and we have continually made it clear to the business that we need to resolve the matter and the current impasse was not conducive to improving industrial relations.

Furthermore, it has been subject to significant debate at CWU forums and briefings in respect of the mental wellbeing of CWU members affected across the Mail Centres impacted and that was further echoed at the National Briefing last week via CWU Branches and Reps outlining some outrageous examples within their areas.

As such we have now been able to agree the attached Joint Statement in order to progress the following key points:

The Joint Statement includes the following key points:

1. That no displaced staff have to leave the mail centre to attend the redeployment pool.
2. That displaced staff can sign for overtime and vacancies in the mail centre.
3. That bump VRS will take place to allow displaced staff to pick up their duty.
4. That they will be able to use their seniority to sign for other duties in any resign.
5. That we will review the redeployment moving forward.

We believe the above will be welcomed by the members in the affected Mail Centres and likewise for our Branches and Representatives this is a big step in the right direction to support them in addressing this longstanding issue.  However whilst this will be welcomed, we acknowledge there is still more work to do in this area and will be doing this as part of the National review contained with the Joint Statement.

The full Joint Statement can be accessed via https://www.cwu.org/resolving-displaced-employees-in-processing/.

Both parties have today jointly launched the contents of the above Joint Statement/Joint Communication with the RM Regional Operations Directors and CWU Divisional Reps to ensure both parties have briefed the content jointly and that we further demonstrate the willingness on both parties to resolve issues between us and seek to work together going forwards.

We would like to thank the Branches, Representatives and the Members for their continued support and especially those impacted by the issues created in Mail Centres by being deemed surplus and we will continue to provide updates following the National reviews.

Any enquiries in relation to this LTB should be addressed to Patryk Haracz on pharacz@cwu.org.

Yours sincerely,Martin Walsh
Deputy General Secretary(Postal)       Mark Baulch
Assistant SecretaryDavie Robertson
Assistant Secretary    

24LTB065 – Joint Communication Covering Seasonal Variation and Joint Statement on Resolving Surplus and Displaced Employees in Processing

View Online

British Toilet Association (BTA) Campaign – CWU Support – Itinerant/Peripatetic Workers & Public – Access To Toilets

Following an approach by the Board of the British Toilet Association (BTA) requesting our support for their recently launched National campaign, the CWU National Health, Safety and Environment Department has given its full support to the BTA campaign, calling for:

• All public authorities and publically owned organisations to create and implement a national and local strategy for the provision of toilets and local strategy for theprovision of toilets for the public (We have added ‘and for itinerant/peripatetic workers such as Postal and Telecom Workers).
• A commissioner or ombudsman to be created with responsibility for overseeing such plan,s co-ordination and implementation.

The overwhelming majority of CWU members work away from a fixed workplace, in Royal Mail/Parcelforce, either on Royal Mail foot delivery work or in Royal Mail/Parcelforce vehicles carrying out deliveries, collections, distribution and haulage. Likewise, the majority of our BT members work outdoors in various locations. Therefore, toilet access is very important and in many cases it can be a challenging problem. When planning postal worker delivery rounds, a key component is assessing and building in and making arrangements for toilet access points.

In 2020 the CWU and TUC made representation to government agencies on this matter. See attached CWU Letter to Branches 355/20 and a letter jointly issued by the DOT and HSE in response to our representations made by the TUC, CWU and other trade unions regarding ongoing problems being experienced by driver members performing work or undertaking collections, deliveries, haulage etc. The response was a letter produced by the Department for Transport (DOT) and the Health and Safety Executive (HSE), to reassure drivers, and to remind businesses of their obligations under the Workplace (Health, Safety and Welfare) Regulations 1992, to provide suitable toilet and hand washing facilities to drivers visiting their premises.  (See copies attached for your information).

The CWU supports the promotion of toilet provision and access plus the highest possible standards of hygiene in all ‘away from home and away from work base’ toilet facilities across the United Kingdom.

We all need to use the toilet several times each day when we are away from our homes, at work, on holiday or simply commuting from place to place. This becomes even more urgent if you belong to one of the many specialist user groups who suffer from medical conditions that require you to have immediate access to the toilet. Having access to clean, hygienic toilets when we need one is both a basic human right, a health and safety at work right and it fulfils an important requirement.

Local authority spending on public toilets in England declined by 50 per cent in the decade 2009-19 according to a BBC analysis which showed a significant drop in the number of public toilets across the UK. (The information source being the Local Authority revenue expenditure and financing collection details published by the Ministry of Communities, Housing and Local Government).

While anyone can find themselves ‘caught short’, for some people this happens more than others. Women have more reasons and take longer to use the toilet than men, for example due to periods or pregnancy, and the lack of equality provision for Women is well-recognised.

For people living with bladder and bowel conditions, lack of facilities is a major problem. And if the toilet isn’t accessible then the impact is the same as no toilet at all. Transgender and gender non-conforming people, sometimes denied access or harassed in public toilets, may

avoid them due to safety concerns. Additionally, disabled people frequently encounter inaccessible toilets, including those that are intended to be accessible. This is also about the infrastructure around the toilet, for example the signage and general accessibility of the building.

This issue is not yet getting the attention it deserves. Talking about toilets tends to provoke discomfort for a variety of social and cultural reasons and people are often reluctant to talk openly about toilets. But going to the toilet is a universal human need, and the facilities available to us can have a significant impact on our health.

At an individual level, there are physical and mental health consequences when adequate public or alternative toilet facilities are not available. People report dealing with a lack of access to toilets by restricting fluid intake and ‘holding on’, leading to risk of dehydration, UTIs and potential kidney damage. For some disabled people, the lack of accessible toilets has led to otherwise preventable surgical interventions. There are also social impacts, where people are forced to plan ahead and restrict their outings to places they feel confident they will find a toilet. Others simply don’t go out, putting them at risk of social isolation. Itinerant workers have no choice as they have to go where their job takes them.

A lack of adequate public toilets will therefore affect public health interventions that encourage people to go out and about locally, for example to increase physical activity and reduce obesity. Public toilets are a key part of our built environment and thus part of its impact as a wider determinant of health, an important feature of the places we live in, and having an influence on our health behaviours and lifestyles. It therefore makes sense that adequate public toilet facilities are part of efforts to improve population health.

A number of organisations and campaigns continue to call for more and better public toilet provision, set against the steadily decreasing funding in local authorities. No one body holds overall responsibility for public toilets and there is no compulsory provision in legislation. Campaigns have led to some additional national funding for Changing Places toilets (larger accessible toilets for severely disabled people, with equipment such as hoists, curtains, adult-sized changing benches and space for carers) in sites such as motorway services area, shopping centres and hospitals etc. With the exception of this, however, there appears to be very little activity on a national level from the relevant government departments and authorities. There does not seem to be a coordinated approach to addressing the reduction in public toilet facilities across the country. This seems like a missed opportunity to address an issue with a significant health impact.

Many local authorities have looked for alternatives to publicly maintained facilities, for example, community toilet schemes where businesses make their toilets available for the public in return for a financial incentive from their local council. However, concerns have been raised that these schemes are not adequately accessible and don’t meet the needs of a diverse population that includes people from different religious backgrounds, people of different ages and homeless people. Clearly there’s a need for more toilets and more access to those that already exist because there’s no argument about the inadequacy of current provisions.

The Royal Society for Public Health (RSPH) published a report entitled ‘Taking The P*** – (The Decline Of The Great British Toilet)’ in May 2019, on the findings of a survey that gave insight into public toilet access across the UK. A copy is attached. The key findings and and recommendations were:

Key Findings:

• The increasing decline in public toilets is a threat to health, mobility, and equality.
• The lack of public toilets disproportionately affects people with ill health or disability,
  the elderly, women, outdoor workers and the homeless.
• Three in four of the UK public think there are not enough public toilets in their area.
• Knowledge of lack of facilities nearby acts as a ‘loo leash’, deterring as many as one
  in five (20%) from venturing out of their homes as often as they would like. This rises
  to over two in five (43%) among those with medical conditions requiring frequent
  toilet use.
• Over half (56%) of the public restrict fluid intake due to concern over lack of toilet
  Deliberate dehydration can seriously affect health and exacerbate existing
  medical problems.

 Report Recommendations:

• The Government should make the provision of public toilets compulsory on a well planned and regulated basis.
• Potty parity laws should be emulated in the UK to ensure fair provision for women.
• The Government should reverse years of funding cuts to local authorities and invest in our civic infrastructure.
• National and local government should pilot innovative new ways of financing public toilets, including a ‘spend a penny’ campaign.
• Break down the toilet taboo: public loos and their role in assisting hygiene, hydration,
  exercise and more must be more freely addressed in public health discourse.

(A Copy of the report is attached for your information).

Researchers in ‘urban planning’ and disability studies have created various guides for good practice in toilet provision. Ensuring public toilets are consistently on health agendas would seem to be a key part of ensuring decent access for all.

‘Just Can’t Wait’ Cards

They are ‘credit card size’ and can be downloaded and printed. They can be ordered in plastic or cardboard versions and there is also a ‘free’ digital version available to download onto ‘smartphones’. These cards are promoted, produced and made available by a number of charities in various formats and can be obtained from these organisations, especially for those with bladder or bowel conditions.

The following stores have accessible toilets for those people who hold this card:

• Co-Op (4,050 stores)
• M&S (Over 950 stores)
• Argos (over 800 stores)
• Superdrug (over 800 stores)
• Waitrose (349 stores)
• B&Q (Over 300 stores)
• White Stuff (Over 100 stores)
• Zara (Over 100 stores)
• Plus many others

These Toilet Access Cards:

• Provide access to toilets not normally available to the general public.
• Are a discreet, clear communication when you just can’t wait to use the toilet.
• Are widely accepted at many cafes, restaurants, shops, entertainment venues and other businesses.
• Are available in card, plastic versions or on a phone.
• The ‘digital’ ‘Just Can’t Wait’ card is now available to download to smartphones on the ‘Bowel and Bladder’ Community Website. Fill out a few details and be guided to download the card instantly. All that’s needed is an Apple Wallet or Google Wallet. Alternatively, plastic cards can be purchased by post or printed locally on a standard colour printer onto card or paper.

Bowel & Bladder Community Website:

FREE Just Can’t Wait Toilet Card

Or Email: Email:help@bladderandbowel.org

(Copy of ‘Just Can’t Wait’ Card Attached)

Other organisations offering these Cards;

• https://crohnsandcolitis.org.uk/get-involved/become-a-member/cant-wait-card
• https://www.theibsnetwork.org/cant-wait-card/
• https://prostatecanceruk.org/prostate-information/our-publications/publications/urgent-toilet-card

Attachments:

• Letter from BTA Board Member
• LTB355/20
• Letter from DFT & HSE
• RSPH Report ‘Taking The P—-‘
• Just Can’t Wait Card – Card & Digital Images

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer 

24LTB064 British Toilet Association (BTA) Campaign – CWU Support – Itinerant Peripatetic Workers & Public – Access To Toilets

Coun.Stephen Mercer (BTA) Public Toilet Access 26.01.24

LTB355-20-DOT-&-HSE-Letter-To-All-UK-Businesses-Re- Access-To-Toilets-&-…

DFT-HSE-letter-access-to-toilets-hygiene-facilities-for-visiting-drivers…

RSPH-Report-Taking-The-P…-The-Decline-of-the-Great-British-Toilet-May-…

Just Can’t Wait Card Images – Card & Digital

View Online

JOINT STATEMENT BETWEEN RM NATIONAL DISTRIBUTION AND THE CWU ON THE DEPLOYMENT OF THE 2024 PAD REVISION

Branches and Representatives are informed that in line with the commitments contained in the Business Recovery, Transformation and Growth (BRT&G) agreement, discussions have been taking place with the business in relation to progressing arrangements for the 2024 PAD Revision activity.

Branches will be aware that activity this year is required to align with the scheduled Network Window changes and flight removals in June 2024. As such, both parties have concluded an agreed Joint Statement to enable the early commencement of the “Data Gathering” activity in line with the tried and tested process.

Building on the processes developed in previous reviews, this year’s discussions have retained aspects of the data gathering process to recognise the increasing fluctuations in workload by modelling across an agreed week rather than a single day, as was previously the case. While at the request of Royal Mail the document has been restructured with the process now appearing in an annex, effectively all aspects of the process will mirror previously agreed arrangements. Attached for information is a Joint Statement covering the details and process for the deployment of this year’s review, which has been endorsed by the Postal Executive.

As with the previous PAD Joint Statements, the process fully recognises the role of the CWU at all levels and all activity will be overseen by the Area Distribution Working Group.

Colleagues will note that the Stage 1 Data Gathering will commence on 12^th February 2024 and representatives are therefore requested to engage with management accordingly in relation to the activity and release arrangements.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: shayman@cwu.org quoting reference: 054.06.

Yours sincerely,

Davie Robertson
Assistant Secretary

063-24 – JS on Deployment of 2024 PAD Revision 09.02.24

JS Deployment of 2024 PAD Revision 09.02.24

View Online