Election of National Representative Positions – 2024

• CWU Retired Members Committee

The NEC has agreed the 2024 election arrangements for the National positions listed above.

Accordingly please find attached the regulations and nomination forms.

Nomination 

Although Branches can nominate as many candidates as they wish, candidates must have the nomination of their own Branch.

Nominations must have been approved by a properly constituted Branch Meeting.

Dispatch and Return of Nomination Forms to CWU HQ

Nomination forms will be sent to branches electronically (attached to this LTB) and it will be our intention to set up a specific dedicated election email address where branches should return completed nomination forms to.  The details of this will be included on the nomination form.

Nomination Forms will need to be returned by the advertised closing date to be included in the list of candidates. 

Dispatch and Return of Voting Papers

The respective constituency based voting papers will be sent by email direct to branches at the email address which we hold on file.  Branches should return the completed voting papers by email to the advertised CWU election email address.  Notification will be sent to branches confirming receipt of the voting paper, however it will the responsibility of the branch to ensure that voting papers are returned to the correct email address.

To be included in the ballot, voting papers will need to have been returned by the advertised closing date and time.  

Election Timetable and Term of Office 

The election timetable for the above will be as follows:

Nominations Open:                             3 June 2024

Nominations Close:                             24 June 2024 (14:00)

Despatch Ballot Papers:                     2 July 2024

Ballot Closes:                                          23 July 2024 (14:00) 

Branches will wish to note that the term of office for the 2024 Retired Members Committee will run from 24 July 2024 for two years.

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 174/24 – Election of National Representative Positions 2024 – CWU Retired Members Committee

Attachment: RMC – Regulations

Attachment: RMC – Nomination Form

Attachment: RMC – Biographical and Consent Form

CWU RULE BOOK 2024

Please find attached a copy of the revised CWU Rule Book 2024 which incorporates the necessary changes required as a result of the rule amendments at the Rules Revision Conference.

The new Rule Book is on the website and you can find by using the following link:

Click to access Rule-Book-2024-April-2024.pdf

Any enquiries regarding this LTB should be addressed to Angela Niven on telephone number 020 8971 7237, or email address sdgs@cwu.org

Yours sincerely,

Dave Ward
General Secretary

24LTB173 – CWU Rule Book 2024

Rule-Book-2024 – April-2024

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Member-Nominated Trustee Director – Royal Mail Pension Plan 

The Trustee of the Royal Mail Pension Plan (RMPP) is a company called ‘Royal Mail Pensions Trustees Limited’. This company is legally responsible for ensuring that the RMPP is run properly. The board of directors of this company comprises nine trustee directors, of whom

• one is an independent Chair appointed by Royal Mail Group and Post Office Limited with the agreement of the unions,
• four are nominated by or on behalf of the membership (three through the CWU process and one through the Unite/CMA process), and
• four are nominated by Royal Mail Group and Post Office Limited.

One of the member-nominated positions through the CWU process is due for selection and so nominations are now being sought. The position is currently held by Phil Browne who will not be seeking reselection for a new term of office. Nominations can be from any individual who is a current, retired or deferred member of the RMPP, irrespective of Union membership.

A self-nomination form is attached to this LTB. The completed form should be returned by email to pmetcalfe@cwu.org and must be received by Wednesday 19^th June 2024.

All Candidates will also be required to submit a 200-word (maximum) statement supporting their candidature for election to the position when returning their nomination form.

Individuals wishing to understand the role of a trustee can visit the Pensions Regulator’s website and read the section: ‘Becoming a new pension trustee’ which is in the ‘Trustees’ tab and then click: ‘Understanding your role’. Or alternatively, scan the QR code at the end of this letter with your smartphone or tablet’s camera.

Upon receipt of a nomination, an information pack will be dispatched by email to the individual who has submitted the nomination.  The pack will contain information on the role and responsibilities of a Trustee, a detailed job description and a personal specification for a potential Trustee.

Prior to a ballot taking place all candidates who have submitted a fully completed nomination form will be required to attend a half-day pre-election familiarisation seminar in London at 13:00 on Wednesday 26th June 2024, which will be organised by the RMPP Trustee. At this stage candidates will be asked to re-confirm that their names should be added to the ballot paper and will also be given the opportunity to make any textual changes to their supporting statement.

If there is more than one valid nomination, a ballot will be held of all individuals who are employee members of RMPP and who are employed in CWU represented grades, irrespective of Union Membership.  The ballot will be conducted by the distribution of ballot papers direct to individual home addresses.

Completed Postal ballot papers must then be returned in the envelope that will accompany the ballot paper to Popularis, who have been appointed as Independent Scrutineer for the purposes of this election.

There will also be an option included in the ballot pack for eligible members of the RMPP to cast their vote electronically via an online secure portal. The details for this will be included with the ballot paper. Eligible RMPP members will only be entitled to cast one vote in the ballot.

The candidate who receives the most votes in the ballot will be selected as the CWU MND. In the event that there is only one nomination forthcoming then that nominee will be deemed to be selected without the need for a ballot and should there be no nominations at all, the nomination and selection process will be re-run no more than three years later.

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary Department for the attention of Peter Metcalfe or you can email to pmetcalfe@cwu.org

Yours sincerely

Tony Kearns
Senior Deputy General Secretary

24LTB172 – Member-Nominated Trustee Director – Royal Mail Pension Plan

2024 CWU Self Nomination Form

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Re: CWU BAME Networking Event, 19^thJune – Registration Update

Further to LTB156/24 issued last week we are pleased to confirm that the technical issues that Branches have been experiencing trying to register attendees for the event has now been resolved. Please can branches ensure that BAME Officers and any other representatives that wish to attend register using equality&education@cwu.org

The day promises to be very engaging and will be a great opportunity for representatives to network and to meet their Regional BAME Leads.

One of our confirmed guests is Yvette Williams MBE from Justice4Grenfell who will speaking at the event.

We look forward to seeing you there!

Any enquiries should be sent to the Equality, Education & Development department.

Yours sincerely,

Kate Hudson

Head of Equality, Education & Development

LTB 171/24 – CWU BAME Networking Event 19 June – Registration Update

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Royal Mail and CWU Joint Communication Covering CSP, Delivery Support & Indoor Tasks (People Support Process)

Branches, Representatives and members will recall LTB 116/24 (Letter To Branches) issued on 5^th April regarding the Royal Mail and CWU Joint Communication Covering CSP, Delivery Support and Indoor Tasks.

In line with that previous Joint Communication, we have continued to engage with Royal Mail on the need to have in place a clear and supportive process for those Delivery units that will have a resultant surplus staffing situation linked to this review and realignment of Delivery Support and Indoor tasks. Accordingly, we have now agreed a further Joint Communication regarding the necessary People Support Process, which is attached.

The Joint Communication confirms:

• There will be no compulsory redundancies in line with the job security aspect of the BRT&G Agreement. 
• The direct application of the MTSF Agreed principles, assessing employee aspiration on the full range of redeployment, buy-down and VR options. Also including options for ‘bumping’ in nearby units where appropriate and feasible.
• That a surplus staffing situation will only be defined in a Delivery unit with more than 15 hours per week of surplus hours linked to indoor roles. 
• The necessary provisions and safeguards for members with health-related circumstances that may be within the Equality Act 2010 or DDA (Disability Discrimination Act) in the case of Northern Ireland. Confirming that no changes should be applied locally until all required actions are undertaken, including person-specific Risk Assessments for vulnerable and disabled employees. 

• The agreed approach also facilitates the retrospective application of compensation/buy-downs, where such changes took place following the CSP (Customer Service Point) opening time changes back in June 2023.
• Impacted employees will have the opportunity to have CWU representation throughout the process, including 121s.

The Joint Communication also details that the overall process will be subject to national, fortnightly meetings to review the key principles and confirm its application is in line with that agreed.

Equally, the Joint Communication confirms that any further Redeployment Programme, where required and needed to support unresolved surplus staffing situation, will be communicated by both parties going forward.

Alongside this Joint Communication, additional documentation will be issued to Branches and Representatives shortly to directly assist those units that face a surplus staffing situation.

In setting out the above, it is necessary to be clear that these have proven to be extremely difficult talks, even by current standards, and have been run up to the wire, reflected in the timelines now set out. This, in fairness, has been reflected in the overall nature of our talks and engagement with Royal Mail surrounding CSP arrangements and the methodology recently used to drive and establish these reviews of indoor hours covering Delivery Support tasks.

There is no attempt to soften what is, and is going to be, a difficult undertaking at those Delivery units where there is a surplus staffing situation, in particular given the nature of indoor roles. However, our members are always best served by our agreements and the process outlined ensures that the resultant surplus staffing from this business-driven change will be managed and dealt with fully in line with our collective job security agreements.

It is also appropriate to again draw Branches’ and Reps’ attention to the further and particular advice that can be given by the CWU Equality, Education, Training & Development Department in terms of members with caring, family, medical or other personal considerations, including those covered under the Equality Act (or DDA in Northern Ireland). They can be contacted by email: equality&education@cwu.org.

Any enquiries to the content of this LTB should be directed to the Outdoor Department reference 532, email address: Pharacz@cwu.org.

Yours sincerely,

Mark Baulch

Assistant Secretary

LTB 170/24 – JC Covering CSP Delivery Support and Indoor Tasks – People Support Process

Attachment: RM CWU JC Covering Indoor 21.05.24 Final

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NETWORK WINDOW – EXCEPTIONS PROCESS – PROCESS FOR COLLEAGUES RAISING CONCERNS IN MAIL CENTRES IMPACTED BY NETWORK WINDOW 

 Dear Colleagues,

Please find attached the agreement for raising an exception within Mail Centres to changes to attendance times linked to the Network Window changes. The process attached is only available for the current Network Window activity and is not considered to be an ongoing policy.  It is only valid for the deployment of Network Window, including any further attendance time changes that may impact on people following the Air Hub closures, e.g., in Exeter and Inverness 2025.

As part of this process, we have been able to ensure our members have a fair and reasonable opportunity to request support through this period of unprecedented change where an employee’s personal circumstances change and the impacts their ability to work their attendance pattern. Members can make a request for Flexible Working through the normal BAU (Business as Usual) process this remains unchanged.

The Process

In recognition of the degree of change and by exception the following measures will enhance the normal BAU process.

• All Employees will be made aware of their ability to request a 121 meeting where they wish to raise an exception request. (regardless of Re-sign activity)
• 121 meetings will automatically be arranged with colleagues who are covered by the Equality Act (EA) or by an existing flexible working arrangement and duties are ringfenced for anybody covered by EA or an existing flexible working where there is workload.
• A 121 is offered to all Mail Centre colleagues impacted by the realignment and they can choose whether or not to take it up. A 121 can be requested for any reason, including to raise concerns about the availability of public transport or personal commitments.
• This gives individuals the opportunity to raise any concerns they may have in relation to a proposed change of start and finish time / change of duty content.

It is recognised the changes in some Mail Centres may move start/ finish times out with the times where public transport is readily available.  Any exceptions raised in this regard will be considered particularly where employees do not drive or have access to personal transport and cannot source a reasonable means of reliably attending work at the revised times.

We have also been able to agree an appeal process which is detailed below:

Appeals 

Anyone whose request for an exception has not been resolved via their 121 with their line manager, can appeal in writing within 3 working days of the outcome of their request being communicated. The appeal will be heard by an independent manager within 7 days.

This element applies where individuals have:

1) raised a query with their Line Manager during the realignment process and;

2) have not already reached a resolution.

These have been difficult discussions to secure an opportunity for our members to be treated fairly through the impact of change linked to the Network Window, we however feel the attached will support our members through the ongoing change.

For the avoidance of doubt this process is open to all Processing members and any member wishing to raise an exception must request a 1-2-1 meeting to raise their concerns and trigger the process.

Discussions continue today on a process for Distribution members affected by the change.

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

Yours sincerely

Davie Robertson
Assistant Secretary

LTB 169.24 – Processing Exceptions Process

Process for raising concerns in MCs

Greener Jobs Alliance (GJA) Newsletter No. 60 – May 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 is the author of a publication for them entitled ‘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 offers 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 announced, earlier this year, 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. The 2024 course programme is:

• Stockport College Online 5, 12,19 Feb ‘2024
• City of Bristol College In-person 11,18, 25 Jun ‘2024
• Newcastle College In-person 11,18, 25 Jun ‘2024

Paul Atkin Editorial GJA Newsletter Issue 60 – ‘Green Straws in The Wind’

Paul points to the recent London Mayoral election and the even heavier than expected defeat of Tory Candidate Susan Hall, after she made her campaign a “referendum on ULEZ”, has wider lessons for anyone who wants to be “close to the voters” in the coming General Election. Susan Hall, faced an unexpectedly decisive defeat against incumbent Labour mayor Sadiq Khan. Hall secured only 32.7% of the vote, while Khan received 43.8%.  Paul adds that the latest figures from the ONS show 61% of people rating climate change as an important issue facing the UK. Only the cost of living, the NHS and “the economy’’ score higher. Housing, crime, immigration and international conflict are all rated lower. Across the country a majority of supporters of all Parties, even Reform (!) support action on climate.

Read the full Editorial & GJA Newsletter Edition 60 attached.

Contents GJA Newsletter 60:

• Editorial – Green Straws in the Wind
• Climate Justice coalition statement in solidarity with Gaza student movement
• IEA projects fall in oil demand
• ITUC call on International Financial Institutions
• What struggles do we need to win and how?
• Just Transition issues – 1. How do we develop a worker’s plan for a just transition? 2. The role of the construction workforce in reducing energy consumption and producing energy 3. Reflections on the experience of the Nigerian Workforce.
• RMT backing for free public transport campaign
• Justice for Zane: Climate Crisis and Contaminated Land
• Going through the Motions 1. PCS 2. NEU heat action points
• Events. 1 Labour CND meeting on nuclear power 2 GJA Climate Literacy in skills training 3 Heat Strike 4 Meeting on decarbonising council housing 5 Climate Justice for Steel workers 6 TUC Course: Introduction to the role of the Green/Environmental Rep
• Green Bites

Green Bites – Stats of The Month:

• 3/10 – UK government score for pursuit of its own “energy security” targets. They have failed in those most in line with sustainability; to retrofit 450,000 homes by 2026, cutting disproportionate levies on electricity bills, new offshore wind projects. Plans to deliver frameworks for eight new nuclear power stations have also fallen short. The Clean Heat Market Mechanism framework and the 2026 phase-out of off-grid gas homes has been pushed back. Reforms to National Grid connection and transmission, and roll-out of solar technology, are going too slowly. Their successes are a small curate’s egg; the welcome establishment of a National Grid Future Systems operator offset by issuing more licenses on oil and gas projects. Progressing final decision processes and contract selections for hydrogen projects is ambiguous, because this is essential for some industrial processes, but a dead end for domestic heating and cooking.
• 70% – Of flights are taken by 15% of the population. The New Economics Foundation proposal for a Frequent Flyer Levy aims to tax the people who can afford it and cut aviation emissions without penalising ordinary people. Stats of the Month
• 171 – Gigawatts New wind power capacity installed in 2023, a 50% increase on 2022. Over 65% of the new capacity was installed in China, with the US, Brazil, Germany and India the next biggest markets. To meet the global target to triple renewable energy by 2030 the industry must install twice as much new wind capacity in the next seven years as it has in the last 40. From GWEC.
• 40% – Projected drop in the cost of battery storage by 2030, from the IEA. “The combination of solar PV (photovoltaic) and batteries is today competitive with new coal plants in India,” and “just in the next few years, it will be cheaper than new coal in China and gas-fired power in the United States.” Fatih Birol
• 30% – Quantity of global electricity produced by renewable sources last year, up from just 12% in 2022, beginning to squeeze out fossil fuels. Emissions from this sector are now slated to decline.
• -12% – Potential impact of nature degradation on UK GDP, according to research from the Green Finance Institute, which is supported by DEFRA and the Treasury. By comparison the effect of the 2008 financial crash was – 5% and the COVID pandemic was – 11%. Campaigns against rewilding and to maintain unsustainable farming methods, like those we have seen recently in the EU, are pushing in this direction. $900 Billion How much could be raised by 2030 by properly taxing fossil fuel companies just in the OECD countries. The Climate Damages Tax Report argues that $720 billion of this could finance the Loss and Damage Fund for developing countries. “The richest, most economically powerful countries, with the greatest historical responsibility for climate change, need look no further than their fossil fuel industries to collect tens of billions a year in extra income by taxing them far more rigorously,” Stamp Out Poverty Director David Hillman

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

“The pace of climate breakdown that we’re witnessing is faster than I think the vast majority of climate scientists were anticipating five or 10 years ago. Things are changing so rapidly that myself and quite a few of my colleagues do have concerns that some of our estimates could be on the conservative side.”

Prof. Jonathan Bamber: University of Bristol

 Much more in the GJA Newsletter No 60, May 2024 attached.

Attachment: 

• GJA Newsletter No.60 for May 2024.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

24LTB168 Greener Jobs Alliance (GJA) Newsletter No. 60 – May 2024

GJA-Newsletter-60-May-2024

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Greener Jobs Alliance (GJA) Newsletter No. 59 – April 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 is the author of a publication for them entitled ‘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 offers 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 announced, earlier this year, 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. The 2024 course programme is:-

• Stockport College Online 5, 12,19 Feb ‘2024
• City of Bristol College In-person 11,18, 25 Jun ‘2024
• Newcastle College In-person 11,18, 25 Jun ‘2024

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

Paul Atkin Editorial GJA Newsletter Issue 59 – ‘Victories and success stories:’ 

Paul opens his editorial by reproducing ‘Catherine Porritt’s speech to the Yorkshire and Humber TUC Conference in April which he says strikes the right tone for where we are now. Paul goes on to examine the worrying current indications of global temperature rises. In Feb, Global temperatures for the first time exceeded 1.7 degrees, over pre-industrialised temperatures and for the whole of last year, for the first time, Global average temperatures were 1.5 degrees up for the entire year. He concludes that the ‘Climate Tipping point seems to be here’ and faster than the UK is planning for – Depressing News! On a better note West Yorkshire Council decided to go from a Bus Franchising model to one of Public control. A ‘Better Buses campaign’ started years ago, with a few activists collecting signatures for petitions in bus stations, but now West Yorkshire has taken a major step forward. Plans for reliable, cheap, clean, zero carbon and efficient buses for West Yorkshire are on the way. Paul concludes; “We can all have a positive influence in many ways and as UN Secretary General, Antonio Guterres says: “Our world needs climate action on all fronts: everything, everywhere, all at once.” 

Read the full Editorial & GJA Newsletter Edition 59 attached.

Contents GJA Newsletter 59:

• Editorial: ‘Victories and success stories’
• How to support Ex GKN Firenze worker’s occupation
• Drax: 1. Greenwashing and Jobswashing, while We Foot the Bill. Drax 2. For a worker led transition
• Promoting Climate Literacy in Canada’s Construction Industry
• Can we do it here? Next GJA SG
• Support for Fare Free London Campaign
• Correction. Sunak steps on the gas
• Going through the motions: 1 NEU Conference. 2 Achieving a Just Transition for Yorkshire and the Humber in 2024
• New Rules: Right to Repair: Social leasing scheme
• Events: Heat struck heat strikes: 1 CACCTU Conference 2 GMB for Energy for All 3 ILR; Working Conditions in New York State’s Solar Industry 4 Green Left meeting; population, migration and climate change
• A Climate Change Conference in Afghanistan
• Mums for Lungs London #Mayor4CleanAir campaign
• Air pollution – all in a day’s work?
• Green bites

Green Bites:

• 20 million – The number of people displaced by climate impacts every year at present.
• 127 – Former oil and gas employees – including 49 industry bosses or senior executives – recruited into top government roles and ministerial advisory boards since 2011. ‘The Ferret.’
• 40,000 – New jobs created in renewable energy and low carbon sectors in 2022, compared to 8,500 lost in oil and gas, so almost five gains for every loss. ‘ONS.’
• 1% – Percentage of global carbon emissions captured by CCS plants last year. Fossil fuel companies continue to use pledges of CCS as a get out of jail free card to allow business as usual to carry on.  ‘Open Democracy.’
• 4X – Cycleways in London have quadrupled since Sadiq Khan was elected in 2016.
• £1.2 billion – The amount that Chinese battery firm EVE is planning to invest in a gigafactory outside Coventry that should create 6,000 jobs.
• £50 billion – The amount that 6 changes to wealth tax could raise every year; enough to pay for Labour’s watered down green investment pledge almost twice over.
• 1,200 – The number of EV charging points installed in UK supermarket car parks last year, including at 600 new sites. This is, however, only 10% of the total. The recent practice of rebuilding stores with large housing developments above them will have a bigger impact on denting carbon emissions from shopping journeys.

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

“Earth is issuing a distress call. Fossil fuel pollution is sending climate chaos off the charts. Sirens are blaring across all major indicators. There’s still time to throw out a lifeline to people and planet, but leaders must step up and act now.”

António Guterres UN Secretary-General

Much more in the GJA Newsletter No 59, April 2024 attached.

 Attachment: 

• GJA Newsletter No.59 for April 2024.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

LTB 167/24 – Greener Jobs Alliance (GJA) Newsletter No. 59 – April 2024

Attachment: GJA-Newsletter-59-April-2024

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Royal Mail Group (SHE) Safety Flash FY24 07 – ‘Safe Loading/Unloading of York Containers on Tail Lifts’ 

Introduction: 

Royal Mail Group’s Safety Team have issued ‘RMG SHE Safety Flash FY24 007’ with the aim of communicating a clear message to all drivers regarding the important need to firstly, always follow the Safe System of Work when loading and unloading York Containers on Tail Lifts and secondly, the equally important need to always follow the safe System of Work for York Containers and not to use faulty York Containers, as was the case in a recent incident whereby a York with no brake was loaded and dispatched on a vehicle instead of being removed from service and quarantined until repaired.

Background: 

A driver was unloading York Containers on a tail lift and he applied the Container brakes before lowering the tail lift. However, one of the York Containers rolled off of the tail lift, crashing to the ground. The driver failed to utilise the tail lift safety wheel stops (kick flaps), which would have prevented the York Container from rolling away and falling off the tail lift platform. On further inspection, following the incident, the York Container brake was found to be faulty and not working. Somebody had written ‘no brake’ on the back of the York Container and allowed it to remain in use, meaning that there was a failure to take this damaged and dangerous equipment out of service for repair.

Impact:

Minor damage to both the York Container and contents. Fortunately, the driver and other staff members were not struck and injured by the falling York Container which could have resulted in an unsuspecting employee sustaining serious injury and causing greater damage to other plant, equipment and machinery.

Key Messages, Learning Points and Procedures to follow in order avoid similar incidents: 

• Always follow the Loading & Unloading Vehicles SSOW.
• Always deploy the tail-lift safety stops (kick flaps) where available.
• Always follow the York & Mini York Containers SSoW.
• Always check equipment prior to use and remove from service any York Containers and other equipment that is damaged or faulty.

Managers Actions: 

• PiCs/Managers – Communicate, display and brief appropriate staff on this SHE Flash, bringing it to their attention.
• Display the SHE Flash on the SHE Noticeboard.
• Brief staff on the SSoW for Loading & Unloading Vehicles – Operation and Use of a Tail Lift.
• Brief staff on the SSoW for Operation of York and Mini-York Containers.
• Ensure staff are appropriately trained and informed.
• Ensure any damaged or faulty York Containers and other equipment is taken out of service and sent for repair.

CWU ASR/WSR Action:

• ASRs/WSRs please ensure that this Safety Flash is communicated, displayed and brought to the attention of the workforce in all Units.
• ASRs/WSRs to carry out spot check safety inspections including a check that the SHE Flash has been deployed and briefed to staff by PiCs/Managers.
• ASRs to check awareness of the workforce regarding loading/unloading of vehicles and York Containers operational use.
• On ASR Safety Inspections, ensure staff are briefed, raising awareness at every opportunity with members/workers/drivers and operators.

Attachment: 

• Royal Mail Group (SHE) Safety Flash FY24 007 – ‘Safe Loading/Unloading of York Containers on Tail Lifts’

THE GOLDEN RULE IS:  Always follow the ‘Mandatory’ Safe Systems of Work. 

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

24LTB166 Royal Mail Group SHE Safety Flash FY24 07 – Safe Loading Unloading of York Containers on Tail Lifts

SHE Flash FY24 007 Loading Of York Containers on Tail Lifts

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Network Window – Seasonal Variation Joint Communication Changes 

Branches and CWU members will recall that on 13^th February 2024 we issued LTB 065/24 which outlined changes that had been agreed with the business around Seasonal Variation for the Winter Low Season 2024 and subsequent Summer Low Season 2024 – as set out below:

• During the Summer 2024 period, during weeks 13 – 23 (24th June 2024 until 8th September 2024), full time employees will typically work at 35 hours, in line with the agreement, for 11 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. 

Since that decision was communicated the CWU has continued to explore further opportunities with the business on mitigation of the Network Window changes, and as a result of those national discussions there has been a change to the above design to better support the introduction of the Network Window change on 17^th June 2024. This is summarised below:

• The first adjustment to the design relates to the start week of the Summer Low Season. This has been advanced by one week, and the overall duration retained at 11 weeks. This means that the Summer 2024 period will run during weeks 12 – 22 (17th June 2024 until 1st September 2024). Full time employees will typically work at 35 hours, for 11 weeks, during this period 
• The second adjustment to the design relates to the attendance time adjustment on the day by our employees. Instead of starting 14 minutes later and finish 10 minutes earlier, our Full Time employees will now start 9 minutes later and finish 15 minutes earlier (thus continuing to attend 24 minutes per day less than in mid season). Part time employees will start 5 minutes earlier and finish 15 minutes earlier (thus continuing to utilise 10 minutes per day) to ensure they align with the Full Timers. 

For clarity the above arrangements will not change the previous communication regarding the High Season for 2024 (Christmas period), which will run from Monday 18th November (week 34) and will end on Sunday 22nd December (week 38) – 5 weeks, thus meaning Full-timers (including 35-hour contracts) will see a 24 minutes per day variation increase applied before their start time. Part-timers will see a 10 minutes variation before their start time.

As stated, the above has been agreed between RM & CWU nationally to seek to support the overall impact linked to Network Window on start/finish times and the above changes will mean further mitigation is made to the overall impact which will be subject to a formal National Post Implementation Review.

Attached to this LTB is a copy of the Joint Communication that has been issued to all RM managers and for the attention of CWU Representatives and Branches to ensure it is cascaded to CWU members.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department hford@cwu.org or Outdoor Postal Department pharacz@cwu.org.

Yours sincerely,

Martin Walsh                                                                                       

Deputy General Secretary (Postal)                                      

Mark Baulch

Assistant Secretary

LTB 165/24 – Network Window Seasonal Variation Joint Communication Changes

LTB 165/24 Attachment – RM CWU Joint Communication SV_Summer 24 Low Season Adjustment_Final Version

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